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Lincoln Financial Group

Last June, during the Coronavirus &amp; Social Injustice Learning Circle on June 15, 50 people gathered to discuss the implications of the Black Lives Matter movement in the workplace. Specifically, how Learning &amp; Development should respond. From multiple chat comments during the session, there is a clear struggle to find the right way to talk about race, racism, and other topics related to diversity, equity, and inclusion in the workplace.

After a decades-long narrative about meritocracy, we are forced to confront the role of Learning and Talent professionals in attracting, hiring, developing, engaging, retaining, and promoting employees while honoring our commitments to diversity, equity, and inclusion. Creating a meaningful DEI Framework for corporate learning is fraught with challenges.
<h6 class="font-weight-bold m-0">What we will Explore Together:</h6>
<blockquote class="pl-4 pr-4">
Tomás Ramírez would like ELE to peer-review his team’s newly developed DEI Training Framework that is divided between Power Skills and DEI content building.
</blockquote>

Peer-Review a DEI Training Framework for Changing the Conversation

engagement &amp; culture

Engagement &amp; Culture

brian.watkins

tomas.ramirez

learning design

Change Management

culture

agility

melissa.mcdow

tiffany.salaam

diversity &amp; inclusion

Adding Value

Equitable and Inclusive

insights-wise-2021

lorrie.lykins

Froedtert ThedaCare Health

<div id="sessio-day1-1310" class="session-abstract collapse show">

During the Coronavirus &amp; Social Injustice Learning Circle on June 15, 50 people gathered to discuss the implications of the Black Lives Matter movement in the workplace. Specifically, how L&amp;D should respond. From multiple chat comments during the session, there is a clear struggle to find the right way to talk about race and racism in the workplace. After a decades-long narrative about meritocracy, we are forced to confront the role of race, positive and negative stereotypes (white privilege) play in hiring, developing, and promoting employees. The conversation is fraught with challenges.
<h6 class="font-weight-bold mb-0">What we will explore together:</h6>
We’ll explore those difficult topics and strategies Organizational Learning &amp; Development may apply to navigate an incredibly challenging topic during this session.

</div>

Response to the Triple Crisis | IDEA (Inclusion, Diversity, Equity & Anti-Racism)

inclusion

social injustice

andres.gonzalez

Session Focus: DEI Training Framework for Changing the Conversation


Last June during the Coronavirus &amp; Social Injustice Learning Circle on June 15, 50 people gathered to discuss the implications of the Black Lives Matter movement in the workplace. Specifically, the way in which Learning &amp; Development should respond. From multiple chat comments during the session, there is a clear struggle to find the right way to talk about race, racism and other topics related to diversity, equity, and inclusion in the workplace.

After a decades-long narrative about meritocracy, we are forced to confront the role of Learning and Talent professionals in attracting, hiring, developing, engaging, retaining, and promoting employees, while honoring our commitments to diversity, equity, and inclusion. Creating a meaningful DEI Framework for corporate learning is fraught with challenges.

What we will explore together :
Tomás Ramírez would like ELE to peer-review his team’s newly developed DEI Training Framework that is divided between Power Skills and DEI content building.


ELE's Learning Circle will be ideating Retooling Talent Development for the New Normal. 
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value? </li>
 	<li>Why does it matter?</li>
</ul>

Peer-Review a DEI Training Framework for Changing the Conversation.

charisse.kosova

kyle.swanson

teresa.oliszewicz

power skills

strategic alignment

ELE Group, LLC

Session Focus: DEI Training Framework for Changing the Conversation


Last June during the Coronavirus &amp; Social Injustice Learning Circle on June 15, 50 people gathered to discuss the implications of the Black Lives Matter movement in the workplace. Specifically, the way in which Learning &amp; Development should respond. From multiple chat comments during the session, there is a clear struggle to find the right way to talk about race and racism in the workplace.

After a decades-long narrative about meritocracy, we are forced to confront the role of race, positive and negative stereotypes (white privilege) play in hiring, developing, and promoting employees. Creating a meaningful DEI Framework for corporate learning is fraught with challenges.

What we will explore together :
Tomas Ramirez would like ELE to peer-review his newly developed DEI Training Framework that is divided between soft-skills and DEI content building.


<center><iframe src="https://www.youtube.com/embed/Fd8AUf3fQWw" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe></center>Retooling Talent Development--Creating a New L&amp;D is ELE's invite-only complimentary event for senior HR and L&amp;D leaders, people managers, and anyone with a passion for talent and innovation who is ready to embrace new ideas.

ELE's Learning Circle will be ideating Retooling Talent Development for the New Normal. 
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value? </li>
 	<li>Why does it matter?</li>
</ul>
ELE's Idea Exchange: Collaborate your insights online with your peers <a href="https://www.learningexecutive.com/idea-exchange/" target="_blank" rel="noopener noreferrer">here</a>

Peer-Review a DEI Training Framework for Changing the Conversation | Retooling #22

single-event

Your Teams

Learning Circles

Complimentary

online event

complimentary event

Northern Trust

The work of creating learning spaces where all employees can grow and succeed exists at the intersection of learning design, user experience, and DE&amp;I (diversity, equity, and inclusion). While diversity occurs naturally in all organizations, equity and inclusion are the results of concerted efforts among many parts of our organizations, including between the learning and DE&amp;I professionals.

What we will explore together
This session helps participants identify the key ways in which design decisions can help create learning experiences that foster equity and inclusion. We will share a case study of how learning partnered with DE&amp;I to define a core set of tools of equity available to learning designers throughout the organization. We will share how we define tools of equity, and discuss our process, outcomes, and next steps.

Designing Equitable and Inclusive Learning Experiences

learning experience

michael.pellecchia

michael.gold

Diversity initiatives are falling short. This book shows leaders how to develop the skills needed to build sustainably inclusive organizations using a tested, research-based model developed by the global organizational consulting firm Korn Ferry.

According to the journal Human Resource Management, companies are spending over $8 billion a year on diversity programs. Yet today, the senior leadership teams at Fortune 500 companies are far from mirroring the diversity of their workforce and its customers. Andrés Tapia and Alina Polonskaia, senior leaders at Korn Ferry, argue that to build sustainable diversity and inclusion, organizations need to have inclusive leaders at all levels.

In this book, Tapia and Polonskaia draw on Korn Ferry's massive database of 3 million leadership assessments to reveal the essential qualities of inclusive leaders. They discuss the personality traits these leaders share and detail how to develop what they call the five disciplines of inclusive leadership: building interpersonal trust, integrating diverse perspectives, optimizing talent, applying an adaptive mindset, and achieving transformation.

Tapia and Polonskaia also outline the competencies behind each discipline, describe individual and organizational exemplars of inclusive leadership, and show how the five disciplines enable leaders to unleash the power of all people and to build both structurally and behaviorally inclusive organizations. This book will help leaders foster the skills to deal with today's complex challenges and create a more inclusive, sustainable, and prosperous future for all of us.

The 5 Disciplines of Inclusive Leaders: Unleashing the Power of All of Us

evidence-based research

transformation

early career

Millennials

growth mindset

chuck.adams

helping managers

genz

andres.tapia

trust

cultural transformation

evidence-based stategy

diversity

DEIB

george.jifas

teresa.henderson

tanya.hinton

This book offers a new model for creating inclusive organizations and illuminates diversity's vital role in developing solutions to the critical social, environmental, and leadership challenges we face.

While many companies focus on DEI efforts, we must take inclusion to the next level. Our massive social, economic, and environmental challenges can only be solved when organizations and institutions embrace complete inclusion. This book gives organizations practical steps for increasing diversity to enhance their capacity to solve global challenges.

Andres T. Tapia and Fayruz Kirtzman, senior client partners at international consulting powerhouse Korn Ferry, draw on Korn Ferry'sthe company's extensive research to outline five disciplines of inclusive organizations. These are the ability to:
<ol>
 	<li>Managing the risk</li>
 	<li>Exploring the awareness</li>
 	<li>Maximizing the talent systems</li>
 	<li>Mastering the logistics</li>
 	<li>Seeing the marketplace</li>
</ol>
&nbsp;

Based on metrics and proven solutions, this book provides useful strategies for building inclusive organizations. It reveals how such organizations can generate greater innovation, drive business results, optimize talent, and work towards greater social and environmental justice.

The 5 Disciplines of Inclusive Organizations: How Diverse and Equitable Enterprises Will Transform the World

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