1. DIFFICULT CONVERSATIONS: Diversity in the Workplace
This is a TEMPLATE and can be changed. Template is simply a starting guide to include the Fall Conference’s color scheme and logo.
DIFFICULT CONVERSATIONS: Diversity in the Workplace
Presented by: Tarsha Green & danette burgess

2. PRESENTERS: Tarsha Green-Valley College
Danette Burgess- American University

3. WHAT IS DIVERSITY AND INCLUSION?
Diversity is the range of human differences, including but not limited to race, ethnicity, gender, gender identity, sexual orientation, age, social class, physical ability or attributes, religious or ethical values system, national origin, and political beliefs.
Inclusion is involvement and empowerment, where the inherent worth and dignity of all people are recognized. An inclusive university promotes and sustains a sense of belonging; it values and practices respect for the talents, beliefs, backgrounds, and ways of living of its members. is the range of human differences, including but not limited to race, ethnicity, gender, gender identity, sexual orientation, age, sociallass, physical ability or attributes, religious or ethical valuestem, national origin, and political beliefs.

4. It is very important to humanize diversity
It is very important to humanize diversity. One way of looking at diversity is like an invitation. You have been invited to the party!

5. Inclusion involves showing up and actually being invited to dance!

6. What does diversity mean to you?
Why is it so important to discuss diversity and inclusion at this conference?

7. Why Diversity Training is Needed
We all look at the world, specifically our workplace, through our own filters based on our life experiences
Diversity training helps us learn how these filters affect decisions we make and how we work with others in our organizations
We must make sure that the workplace environment functions well for all members of the team
Sustains innovation
Improves teamwork
Improves global competency
Enhances the success of acquisitions (expanding our campuses and increasing membership)
Reduces the cost of discrimination and harassment suits
Optimizes performance

8. Diversity example (pertaining to race only): America’s demographics are changing rapidly, 43 percent of millennials are people of color, and each ensuing generation is even more diverse. Generation Z (born 1996–2010), the first members who are graduating from four-year colleges this year, is 47 percent Hispanic, African-American, Asian or multiracial. By about 2043, America will become a majority people of color nation, meaning more than half its population will be non-White.

9. Dimensions of Diversity Wheel Developed by: Marilyn Loden

10. Diversity is everywhere
Diversity is everywhere! If we don’t embrace our strengths in diversity, we are setting ourselves up for failure.

11. The new buzz word is “unconscious bias”
The new buzz word is “unconscious bias”. But what does that mean and what can we do to recognize this in ourselves?

12. An approach to dealing with “unconscious bias”
First you must recognize when your brain is unconsciously “stereotyping” someone.
Once you can recognize that your doing this, you can deal with one situation at a time.
Determine if there is a specific group of people that you unconsciously stereotype more than others. If you’re able to pinpoint your unconscious biases, I then challenge you to learn more about that specific group. Don’t feel discouraged if you find that it is actually more than one group, feel empowered to address the feelings you are having. This will allow you to grow.
Find different things that you may have in common with this group or groups. Empathize.
Ask questions. The worst thing we can do is stay silent. Open up the doors to a conversation. If we are constantly fearful of speaking up and asking questions, we will never overcome our unconscious bias ways of thinking.

13. Another new buzz word is “microaggressions”
Another new buzz word is “microaggressions” . What are they and how can we be more mindful of what we project into the universe?

14. An approach to dealing with “microaggressions”
Remain calm and take a deep breath.
Speak up! If you feel like you are a victim of a microaggression, say something. Often, the person saying it doesn’t even know that they are offending you.
Remember if we don’t bring these conversations out in the open, then WE can’t address and fix them. WE need to bridge the gap, and it starts here at the Rocky Gap!
If you feel that you are guilty of making statements that can be considered a microaggression, the first step is recognizing it. Once you can come to terms with this, then you can move forward in a more positive direction. Also, remember to empathize. Put yourself in the shoes of the receiver. Remember a time when someone may have said something to you that hurt your feelings. Remember how it made you feel and take the stance that you don’t ever want to make someone feel that way, unwelcomed and unappreciated.

15. 1. Activity 2. Discussion

16. Questions?