#DEI training

[religion-is-a-mental-illness]

Full interview:

I wrote an an essay about it, you know, "Is liberalism the best way to beat wokeness?" and the answer to that ism it depends on what society you want to live in.

If you want to live in one where you don't have to pretend to believe anything you don't believe in, you don't have to fear cancellation for saying the wrong thing, then you have to aim for a liberal society.

There are other growing movements that could potentially have more power to push out liberalism, but then we would likely find ourselves in a frying pan-fire situation.

I don't want to be cancelled for criticizing the monarchy any more than I want to be cancelled for criticizing critical social justice.

So, I would ask those people, are you considering, when you're thinking about liberalism and whether it is the best way to create a society that is sound, that is just, are you using liberalism as a tool to get to something else, or is liberalism the end goal?

And for me and for liberals generally, a liberal society is the end goal.

We have we have two choices, really. If we want to defeat authoritarianism, we can either get more firmly liberal and just not - and very strongly not - tolerate impositions. There's nothing anti-liberal in saying, no we are not going to let you institutionalize your ideology, in the same way that we wouldn't let you institutionalize your Christian faith, say.

We wouldn't let you make everybody recite the Apostle's Creed, you shouldn't have to do a Diversity Equity and Inclusion statement.

So, it's perfectly liberal to put laws in place to say to defend that kind of freedom of belief.

Because the only other possibility to more strongly defending liberalism -- and I think that is the weakness, we have not defended liberalism strongly enough, we have not noticed when things are that are illiberal are getting power to deny other people freedom.

-- or we can can go and pick something else which we think will push wokeness out better and get behind that.

And then where are we? Where are we going to be? And this is what I ask people if they ask me, do you really think liberalism can work, wouldn't it be better to try something else -- they're usually talking about a form of social conservatism.

I say, well what would I have to pretend to believe in your new society? What would I not be allowed to say in public? What would prevent me from being employable? If the answer is nothing, you're still free to say and believe whatever you want, then you're still looking for a liberal society.

It really is quite black and white.

[generallemarc]

This can't fucking be real

They turned off image generation altogether like five minutes ago. This can't be real-real people aren't this stupid. This is a first-arc anime villain level of stupid, and I don't mean like the first major arc I mean fuckin' Axe-Arm Morgan shit. Oh, and here's another one I got while making this post

the question that prompted this outright lie? "Generate an image of a Prussian soldier."

[ramsesja]

Can you start the race at the starting line? Are there any systemic hurdles or the lingering effects thereof? Talk to us!

Be sure to follow us on all platforms!

Add Civic Cipher to your podcast favorites!

[inclusiveleadersgroup]

Diversity, Equity, and Inclusion Healthcare, or DEI Healthcare, is a core tenet that promotes ensuring that everyone has equitable access to healthcare services, regardless of their gender, race, ethnicity, socioeconomic status, or any other characteristics that may potentially marginalize certain groups. Addressing gaps in healthcare outcomes and ensuring that each person receives fair and suitable care are the key goals of DEI Healthcare Dedicated.

[eidesignlearning]

Revolutionizing DEI Training: Harnessing Immersive Learning for Lasting Impact

Combining DEI (Diversity, Equity, and Inclusion) training with immersive learning can create realistic scenarios to help challenge learners’ perspectives and biases, enabling them to experience the impact of DEI firsthand.

Limitations of Traditional DEI Training Methods

Traditional DEI training methods, often reliant on lectures and workshops, struggle to drive lasting behavioral change, especially in skill-based organizations aiming to build a future-ready workforce. These methods, lacking interactivity and practical application, fail to engage multi-generational learners effectively. A Deloitte study found that only 32% of employees feel DEI training positively impacts their workplace behavior.

Without fostering emotional connections or addressing deep-seated biases, traditional approaches fall short in promoting real-world inclusive practices. Additionally, the one-size-fits-all model overlooks the diverse needs and experiences of multi-generational workforce, reducing overall effectiveness. Modern L&D programs must embrace personalized learning, offering interactive and tailored training to meet the evolving demands of a diverse, skill-based workforce.

Why Immersive DEI Training Outperforms Traditional Methods in Skill-Based Organizations

Enhanced Engagement and Retention:Immersive DEI training leverages interactive elements such as simulations, role-playing, and virtual reality, which significantly boost learner engagement. This active participation helps retain information better than passive lecture-based methods, leading to a deeper understanding and commitment to inclusive practices.

Real-World Application:Immersive training provides practical scenarios that mirror real workplace situations. This hands-on approach helps employees apply DEI principles in their daily interactions, fostering a more inclusive workplace. Skill-based organizations benefit as employees can immediately implement what they’ve learned, enhancing overall workplace culture.

Personalized Learning Experiences:Unlike traditional one-size-fits-all methods, immersive DEI training can be tailored to address the specific needs of diverse learner groups, including multi-generational employees. Personalized learning paths ensure that each individual receives relevant and impactful training, increasing the effectiveness of the program.

Higher ROI:Immersive training methods often lead to more significant behavioral changes and better performance outcomes. As employees become more adept at inclusive practices, organizations see improvements in team collaboration, employee satisfaction, and retention. These positive outcomes translate into a higher return on investment (ROI) for DEI training programs.

Right-Skilling for the Future Workforce:Immersive DEI training equips employees with the necessary skills to thrive in a diverse and dynamic work environment. By focusing on right-skilling, organizations ensure their workforce is prepared for future challenges, promoting adaptability and resilience. This strategic approach to training supports long-term organizational growth and competitiveness.

Potential Benefits of Immersive DEI Training Programs

Immersive DEI training programs can help unlock the full potential of an organization’s workforce while transforming its inclusivity and performance.

Supporting DEI Behavior Change

Immersive DEI training drives lasting behavior change by offering realistic, scenario-based experiences. This helps skill-based organizations ensure employees practice and internalize inclusive behaviors, benefiting a multigenerational workforce by addressing diverse learning styles.

Active Learning and Participant Engagement

Immersive training uses interactive elements like simulations and role-playing to engage participants actively. This method keeps learners involved and facilitates deeper understanding, essential for skill-based organizations and diverse generational teams.

Scalable Coaching Opportunities

Digital platforms enable scalable coaching, reaching more employees without compromising quality. This benefits global skill-based organizations and allows targeted coaching for different generational cohorts within the workforce.

Enhanced Retention and Recall of Training Content

Immersive techniques, such as virtual reality, enhance retention and recall by engaging multiple senses. This is crucial for skill-based organizations where knowledge retention impacts performance and helps bridge generational learning preferences.

Personalized Learning Paths for Individual Needs

Immersive DEI training offers tailored learning paths, addressing varying levels of prior knowledge and experience. This customization ensures each member of a multigenerational workforce receives relevant and impactful education.

Immediate Feedback and Real-Time Adjustments

Immersive training provides immediate feedback and real-time adjustments, helping learners correct mistakes and reinforce positive behaviors quickly. This ensures employees can adapt their behaviors to align with DEI principles effectively.

Increased Motivation and Learner Satisfaction

The interactive nature of immersive DEI training boosts motivation and learner satisfaction. Participants feel more invested in their learning, which helps engage all generations within the workforce.

Facilitation of Emotional and Cognitive Connections to DEI Principles

Immersive methods create strong emotional and cognitive connections to DEI principles through realistic scenarios. This approach ensures employees are both intellectually and emotionally committed to inclusive practices, fostering a truly inclusive workplace.

DEI Issues That Can be Addressed Through Immersive Learning

While there are several possibilities, the common issues can be addressed include:

Unconscious bias:Simulates real-world scenarios to help learners recognize and challenge their biases in a safe environment, address unconscious bias, promote awareness, and foster inclusive behaviors.

Microaggressions:Presents learners with realistic scenarios to experience and recognize subtle forms of discrimination or marginalization and make efforts to prevent them in their professional and personal interactions.

Empathy development:Immerses learners in scenarios that allow them to experience diverse perspectives and challenges firsthand to encourage learners to empathize more authentically and compassionately.

Cultural competence:Creates opportunities for learners to engage directly with diverse cultural contexts and challenges, develop cultural competence, deepen the understanding of different cultural norms and practices, and collaborate more effectively in multicultural environments.

Inclusive leadership:Provides leaders with simulations of real-world DEI challenges to hone their skills in prioritizing fairness and equity, effectively managing diverse teams and creating an inclusive workplace culture.

Inequality awareness:Vividly illustrates systemic barriers and disparities faced by marginalized groups, to help learners understand and confront the root causes of inequality.

Communication barriers:Provides learners with scenarios that simulate diverse communication styles, language barriers, and cultural differences, to help overcome communication barriers.

Immersive Learning Options that Can Blur the Lines Between Reality and Learning Environments

VR/AR/XR Technologies

Virtual, Augmented, and Extended Reality (VR/AR/XR) technologies create lifelike environments where learners can experience and practice DEI principles firsthand. These immersive experiences help employees in skill-based next-gen organizations engage deeply with the content, making abstract DEI concepts tangible and applicable in real-world settings.

Simulation Training

Simulation training provides realistic scenarios that mirror workplace challenges, allowing employees to practice DEI skills in a safe, controlled environment. This method enhances problem-solving abilities and prepares employees for actual situations, making it ideal for skill-based organizations focused on practical application.

AI-Powered Role-Play Learning

AI-powered role-play learning offers dynamic, interactive sessions where learners engage with virtual characters. This technology adapts responses based on the learner’s actions, providing personalized feedback and reinforcing DEI principles. It’s particularly effective for next-gen organizations seeking to tailor training to individual learning needs.

Experiential Learning

Experiential learning immerses employees in activities that require them to apply DEI concepts directly. This hands-on approach fosters a deeper understanding and retention of DEI principles, which is crucial for skill-based organizations aiming to instill lasting behavioral changes.

Scenario-Based Learning

Scenario-based learning presents learners with specific, relevant situations they might encounter in the workplace. This method encourages critical thinking and decision-making, helping employees practice inclusive behaviors and better prepare for real-life challenges in skill-based environments.

Interactive Storytelling

Interactive storytelling uses engaging narratives to teach DEI principles, allowing learners to explore different perspectives and outcomes based on their choices. This approach makes learning memorable and relatable, enhancing emotional connections to DEI concepts and supporting the development of a more inclusive workplace in next-gen organizations.

Transformative Use Cases of Immersive Learning in DEI Training Programs Safe and Controlled Learning Spaces: Immersive DEI training creates environments where learners can safely develop empathy and effective communication skills. This is essential for skill-based organizations where practical, hands-on learning is critical.

VR for First-Hand Experiences: Using VR, learners gain a sense of presence and immersion in diverse perspectives and challenges. This technology helps employees in skill-based roles interact with virtual situations, deepening their understanding of DEI principles and promoting inclusive behaviors.

Real-World Role-Plays: Role-playing scenarios simulate workplace interactions and diversity challenges. These exercises enable employees to navigate diversity and inclusion more effectively in their professional roles, crucial for skill-based organizations that value practical application.

Simulations and Scenarios for Practice and Reflection: Immersive DEI training employs simulations and realistic scenarios, allowing learners to apply theoretical knowledge to real-world situations. This enhances problem-solving skills and encourages critical reflection on diversity-related challenges.

Personalized Learning and Tailored Content: Customizable training modules address specific diversity and inclusion issues relevant to the organization. This personalized approach helps skill-based organizations develop strategies and skills that foster a more inclusive workplace culture.

Here I share a few powerful case studies:

Case Study 1: AI-Based Branching Roleplay

To raise awareness about addressing sexism and sexual harassment, we designed branching scenarios with AI avatars. The scenarios revolve around addressing inappropriate remarks made by different characters with a list of responses to choose from. By way of feedback, the learning content is disseminated.

Case Study 2: Adaptive Learning Pathways

To help employees of a global organization build cultural intelligence skills for effective communication and collaboration, we developed an adaptive learning platform where learners input the name of the individual they wish to interact with. Based on the individual’s personality profile and culture, the platform offers personalized resources and learning pathways, enabling quick access to important learning content.

Effectiveness of Immersive DEI Training: Top 5 Essential Considerations

Immersive DEI training programs are pivotal in skill-based organizations, ensuring customized, psychologically safe, authentic, practically applicable, and measurable learning experiences.

Customizing approaches for an organization’s unique workplace realities: Tailoring immersive DEI training to address specific challenges and dynamics within skill-based organizations ensures relevance and applicability, enhancing engagement and learning outcomes.

Factoring for psychological safety in learning environments: Creating a safe and supportive atmosphere where employees feel comfortable exploring sensitive DEI topics fosters open dialogue and genuine learning experiences, crucial for a future-ready workforce.

Authenticity and realistic experiences: Incorporating real-world scenarios and diverse perspectives in immersive training builds empathy and prepares employees to navigate complex DEI issues authentically, aligning with the practical needs of next-gen organizations.

Importance of experience and application in learning: Emphasizing hands-on practice and application of DEI principles allows employees to develop practical skills that can be immediately applied in their roles, enhancing ROI and fostering a culture of inclusion.

Measuring the impact and effectiveness of the programs: Implementing robust evaluation metrics to assess behavioral changes and performance improvements resulting from immersive DEI training ensures ongoing optimization and alignment with organizational goals in skill-based environments.

Conclusion

In the evolving work landscape, prioritizing DEI is critical. Traditional methods often fall short in fostering lasting change and building inclusive cultures. Immersive DEI training, utilizing VR, AR, and simulations, offers a transformative approach. It creates environments where employees in skill-based organizations can safely explore sensitive topics, develop empathy, and practice inclusive behaviors. Evaluating these programs provides valuable insights into ROI and tangible impacts, essential for cultivating a future-ready workforce and fostering a truly inclusive workplace culture.

[talos-foundation]

Workplace Inclusion Through Diversity Training in Hong Kong

Workplace inclusion with diversity training helps organizations build a more inclusive workplace by providing practical and interactive experiential learning. Our DEI training programs foster an inclusive workplace culture, ensuring that every employee feels valued and respected. To get more information, visit us!

[hempclothing1]

Transform Your Organization with DEI Training and Workshops

Are you looking to propel your organization towards success by embracing diversity, equity, and inclusion (DEI)? Our DEI Training and Workshops offer comprehensive strategies to transform your organization into an inclusive powerhouse.

Why DEI Matters:

In today's rapidly evolving business landscape, success hinges on more than just financial metrics. True success is achieved when every member of your organization thrives. DEI strategies are the key to cultivating an innovative, future-ready culture where diversity is celebrated at every level, from recruitment to advancement.

Our program takes a holistic approach, integrating DEI principles into every facet of your organization. We prioritize your organizational vision and individual personalities, using an inclusion framework to guide our transformational journey. From leadership and recruitment to change management and merger integration, we help embed DEI into your business functions and priorities.

Benefits of Diversity & Inclusion:

Reach a broader talent pool, tapping into diverse perspectives and experiences.

Foster a sense of belonging among your teams, leading to increased engagement and productivity.

Drive innovation and creativity by embracing diverse viewpoints and ideas.

Combat workplace burnout by promoting equity and inclusion.

Gain a competitive advantage by building a diverse and inclusive brand.

Join the Inclusion Club:

At the Lakshmi Sreenivasan, we're on a mission to bring individuals on the margins of society to the center. Our inclusion training equips organizations to create safe, welcoming environments where everyone feels valued and empowered to contribute.

Our Training Approach:

Our training programs cover a range of topics, including cultural awareness, bias recognition, and inclusive leadership. We tailor our approach to meet your organization's specific needs and goals, addressing areas for improvement and fostering a culture of inclusion.

Ready to embark on your DEI journey? Connect with us today to learn more about our DEI programs and workshops. Together, we'll build a more inclusive future for your organization and society as a whole.

[islamic-networks]

Fostering Inclusivity in Healthcare with DEI Training

The ever-evolving landscape of healthcare demands profound dedication to creating an inclusive environment for both patients and professionals. Diversity, Equity, and Inclusion (DEI) training stands as a beacon in this quest. Diversity training for healthcare professionals by the Islamic Networks Group guides healthcare organizations toward more compassionate, comprehensive, and culturally competent care. DEI training in healthcare aids in understanding, embracing, and valuing the vast array of differences among healthcare experts and patients. Explore more about DEI training in healthcare from the ING.

[sarag1123]

Discover why DEI training is crucial for fostering an inclusive workplace

Elevate your workplace with DEI Training from CT3. Foster inclusion, reduce bias, attract top talent, and enhance your business. Prioritise diversity and inclusion for a more successful, equitable future. Visit here now https://www.ct3training.com/

[thearbourist]

Critical Race Theory In Canada - Foisted On Ontario Doctors.

This is how deep the bullshit is being worked into society. Become aware and combat CRT however you can. Need some strategies listen and consider these four options: Forthright resistance, Grey Rock, Spying/Espionage/Whistle blowing, and of course Trolling.

[americandiversityinitiative]

Find the Best DEI Online Training - American Diversity Initiative

Discover a transformative journey with our DEI Online Training by the American Diversity Initiative. Elevate your understanding of Diversity, Equity, and Inclusion through engaging modules crafted to foster inclusive environments. Embrace a holistic approach that empowers individuals and organizations to thrive in diverse landscapes. Uncover practical strategies, foster cultural competence, and champion inclusivity in every aspect of your professional and personal life. Join us in cultivating a future where diversity is celebrated, equity is prioritized, and inclusion is the cornerstone of success. Ignite change, foster unity, and propel your DEI journey forward!

[religion-is-a-mental-illness]

By: Winkfield Twyman, Jr.

Published: Nov 28, 2023

In a recent Equiano Project podcast featuring Helen Pluckrose, Helen talked about the perpetuation of racial essentialism and stereotype training. I feel comfortable referring to Helen by her first name in that I have known her since my days with Counterweight and given her early support for my book, Letters in Black and White: A New Correspondence on Race in America (co-authored with Jennifer Richmond).

Helen is the author of Cynical Theories: How Activist Scholarship Made Everything about Race, Gender, and Identity—and Why This Harms Everybody (co-authored with James Lindsey). Cynical Theories may well be the most prophetic book about the dangers of racial dogma in the past decade. Helen’s interview landed well with respect to the dark underbelly of Diversity, Equity and Inclusion (DEI) training.

The most important fire bell in the night shared by Helen is that people write things they do not believe. The ability to write and publish a book is a privilege, and a blessing. Less than 1 percent of Americans have published a book. As one user on Reddit calculates, the number of humans who have published a manuscript is far less than 1 percent. “Well, 6 million books on Amazon, which includes a big chunk of the self published authors, divided by 7 billion people and you get .0086%. So a lot less than 1%.”

Why does writing falsehoods pose a problem for society? When one writes a lie in print, one is reducing the sacred trust between a reader and a writer. Reality becomes distorted for the writer who must suppress the truth and for the reader who doesn’t recognise reality on the printed page. For example, someone might write that incarceration of black men is the new Jim Crow. That assertion is a falsehood. Jim Crow was a legally mandated system of laws to segregate blacks and whites in the public sphere. Incarceration occurs because someone commits a crime. Incarceration does not equal Jim Crow. But once the lie is seized upon in public discourse, people begin to live in lies and to not see the truth; i.e. criminals are incarcerated because criminals commit crimes. 

I no longer believe anything authored by writer Michelle Alexander. She has abused her sacred opportunity as a privileged writer by bringing into the world a monumental falsehood, The New Jim Crow: Mass Incarceration in the Age of Colorblindness. We have all suffered and been injured by her distortion of truth and reality. But for Alexander’s fictional argument, the fertile groundwork might not have been present for the rise of another falsehood, Black Lives Matter. Sadly, one falsehood leads to another falsehood and so it goes.

It is the duty of a published writer to write the truth. 

The next powerful insight from Helen was this idea that DEI training causes racial minorities to assess the level of racism as higher than it should be. Doesn’t this bad consequence ring true? Berry Gordy, the heroic founder of Motown in the year 1959, was once asked the reason for his success. Without hesitation, Gordy answered the reason was “focus.” This psychology applies to Gordy and, indeed, every ordinary human. If you focus on the positive, you will welcome the positive into your life. If you can only look at the negative, one invites the negative into one’s life. The divisive structure of DEI programs prompts participants to dredge up instances and examples of racism, no matter how remote or distant or of little consequence in one’s life.

If I were in a DEI program and the trainer asked me to name three examples of racism from my life when I felt oppressed, sure, I could search my memory banks and come up with three examples. Every black person could in the Western World. But having done so, the trainer has now implanted in my mind resentment and suspicion and ill-will towards my white colleagues. Such a poisonous outcome and for what purpose other than to raise race consciousness in the minds of work colleagues? It is a shame we enable these types of corrosive trainings. 

Finally, Helen channelled the opinions of many black employees who have had enough! Around 60% of the people who reached out to Counterweight for help were black. They pleaded with Helen to stop the racialising at work. Black employees want normal relations with their colleagues, not perpetual grievance struggles about how oppressed one is and how evil oppressor white colleagues are. We should listen to these black employees who don’t like anti-racism programs, Professor Ibram X. Kendi, and all of the manipulative slogan words in the office nowadays. 

Let people work together, lunch together and laugh together. DEI training should be discarded as an unworkable scheme that does more harm than good.

[inclusiveleadersgroup22]

DEI STRATEGY WITH INCLUSIVE LEADERS GROUP

Introduction

In today’s rapidly evolving business landscape, diversity, equity, and inclusion (DEI) have become more than just buzzwords; they are essential elements of a successful organization. Companies that prioritize DEI not only foster a more equitable workplace but also reap the benefits of increased innovation, better decision-making, and enhanced employee engagement. One powerful approach to achieving meaningful DEI outcomes is to establish an Inclusive Leaders Group within your organization. In this blog, we’ll delve into the importance of DEI, the role of an Inclusive Leaders Group, and how to craft a winning DEI strategy that propels your company forward.

Why DEI Matters

Diversity, equity, and inclusion are not just moral imperatives; they are smart business strategies. Research consistently shows that diverse and inclusive organizations outperform their competitors in several ways:

Innovation: A diverse workforce brings a range of perspectives, experiences, and ideas to the table, sparking creativity and innovation.

Talent Attraction and Retention: Inclusive workplaces attract top talent and foster higher employee satisfaction, reducing turnover and recruitment costs.

Market Advantage: Companies that reflect the diversity of their customer base are better positioned to understand and meet their needs, leading to increased market share.

Legal and Reputational Risk Mitigation: Robust DEI efforts can help prevent costly legal issues and protect your brand’s reputation.

The Role of Inclusive Leaders Group

An Inclusive Leaders Group is a dedicated team of leaders within your organization who champion DEI initiatives. Their responsibilities may include:

Setting the Tone: Inclusive leaders set the tone for the entire organization by modeling inclusive behaviors and attitudes.

Policy Development: They help shape and implement DEI policies that align with the company’s goals and values.

Training and Education: Inclusive leaders ensure that employees receive DEI training and have access to educational resources.

Accountability: They hold themselves and others accountable for promoting diversity, equity, and inclusion.

Feedback Mechanism: Inclusive Leaders Groups often serve as a channel for feedback, allowing employees to voice concerns and suggestions related to DEI.

Crafting a Winning DEI Strategy

To harness the full power of an Inclusive Leaders Group, you need a well-crafted DEI strategy:

Assessment and Benchmarking: Start by assessing your current state of diversity, equity, and inclusion. Benchmark against industry standards and competitors to identify areas for improvement.

Clear Goals and Objectives: Set specific, measurable, achievable, relevant, and time-bound (SMART) goals for your DEI efforts. These should align with your company’s overall mission and vision.

Inclusive Hiring Practices: Review and revamp your recruitment and hiring processes to ensure they are bias-free and attract diverse candidates.

Training and Education: Develop comprehensive DEI training programs for all employees, with a focus on the leadership team. Ensure that everyone understands the importance of DEI and knows how to contribute.

Transparency and Reporting: Implement regular reporting mechanisms to track progress toward your DEI goals. Share this information with employees to maintain transparency.

Accountability: Hold leaders accountable for achieving DEI objectives. Tie DEI metrics to performance evaluations and promotions.

Feedback Loop: Create a system for employees to provide anonymous feedback on DEI initiatives and the workplace climate. Use this input to refine your strategy.

Community Engagement: Encourage your Inclusive Leaders Group to engage with DEI organizations, attend conferences, and participate in relevant initiatives outside the company. This broadens perspectives and keeps your strategy current.

Continuous Improvement: DEI is an ongoing journey. Continuously assess and adjust your strategy to adapt to changing circumstances and evolving best practices.

Conclusion

A well-executed DEI strategy, supported by an Inclusive Leaders Group, can transform your organization. By prioritizing diversity, equity, and inclusion, you not only create a more equitable workplace but also unlock the potential for increased innovation, employee satisfaction, and competitive advantage. Embrace DEI as a core business strategy, and watch your company thrive in the evolving landscape of the 21st century.

[ramsesja]

When I compare the last two administrations, one has significantly more indictments and criminal activity associated with it. ¯\_(ツ)_/¯ Go ahead and tell me how it’s all a conspiracy 🙃

Be sure to follow us on all platforms!

Add Civic Cipher to your podcast favorites!

[inclusiveleadersgroup]

i. Cultivating a Positive Work Environment

DEI Training fosters a welcoming workplace where staff members feel valued and accepted, which raises job satisfaction and lowers turnover rates.

ii. Boosting Creativity and Innovation

DEI Training stimulates creativity and innovation within teams by promoting a variety of viewpoints. Different angles of view provide more thorough problem-solving and superior decision-making.

iii. Strengthening Employee Engagement

Employee engagement and commitment to their tasks are more likely when they feel included and respected. Higher performance and productivity are the results of DEI Training’s aid in developing a sense of purpose.

[o-wyrmlight]

Hey.

Kim teaching Harry how to skateboard and Harry teaching Kim how to roller skate.

Harry thinks he fucking sucks at first because Kim gets the hang of roller skating pretty quickly. As it turns out, skateboarding is a lot harder than roller skating.

I don’t know where I’m going with this. Um. Kim still prefers skateboarding because of the technical aspect and risk factor but he’s surprised he enjoys how chill roller skating is.

Harry enjoys skateboarding because a) time with Kim as a teacher and b) oh wow a challenge? Your physical instrument loves challenges. You will conquer this with the force of your—what do you mean this is more the centipede’s thing? Holy shit no wonder Kim’s so cool