Sessions

One of the principal business benefits of having a diverse workforce is having diversity of thought that results in stronger products, services, innovation, etc.  Yet, in many organizations, we embrace diversity in demographic profiles but not diversity in thought (or belief).

More specifically, when it comes to employment issues, we see a lot more group speak than thoughtful disagreement.  Those who do not agree often leave the conversation for fear that what they say may result in their being “cancelled.”  We then end up with group think and the dangers that go with it.

Even when there is diversity of thought, there are limits.  No politics, unless your views align exactly with the dominant view in your workspace.  And, by all means, check your faith at the workplace door.

After reinforcing the importance of diversity of thought, this program includes 4 case studies in areas where there tends to be group speak but there really should be more robust dialogue.  The case studies focus on following questions:  (1) do ERGs run contrary to inclusion?; (2) should we be talking more about inclusion and less about diversity?; (3) should we embrace rather than try to erase faith as a workplace issue?; and (4) are harassment prevention programs as usually designed hurting women?

The program also will include specific suggestions for how HR can help create a culture where diversity of thought (and belief) is encouraged and valued. 

Learning Objectives:

• Increase understanding of benefits of diversity of thought and risks of group think.
• Gain practical appreciation of the benefits of diversity of thought by challenging 4 views on employment issues that tend to be universally held (or at least the stated views).
• Learn specific suggestions for ways HR can increase the potential for diversity of thought.

In-person session offerings are on a first-come, first-served basis.

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org.

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Virtual sessions are recorded and are available to view on demand until Friday, May 19 at 8:00 AM ET (excluding networking sessions marked as “Live Virtual Only”).