4 - DAY WORKSHOPS

Thursday, November 6 - Sunday, November 9, 2008

Enrollment in workshop A, B, and C preclude participation in any other workshop.

Thursday morning plenary is included

A. TRAINING OF TRAINERS I: Developing Introductory Diversity Workshops (Introductory)

Sue Brotherton, PhD and Juan José Callejas, PhD

Prerequisite: Participants must have experience in facilitating workshops in the corporate, education, government, or non-profit sectors, and must have participated in personal cultural awareness trainings. (Registration subject to approval).

The purpose of this workshop is to enable participants to design, deliver, and facilitate a basic, one-day Exploring Our Cultural Assumptions workshop for the workplace. After an introduction to several fundamental workshop components (including exercises, lecturettes, simulations, videos, and handout materials), participants will work in teams to design a full, one-day workshop. They will then walk through the entire design, presenting one module in detail and receiving feedback from the group.

This session will combine didactic and experiential teaching techniques. Participants will be introduced to the challenges of working in a multicultural team, examine their own hot buttons, and learn to facilitate possible workshop predicaments such as heated discussions, anger, denial, and inappropriate comments.

Dr. Brotherton is a Professor of Educational Psychology and Counseling at California State University, San Bernardino with extensive experience as a diversity and ethics trainer. She teaches courses on Multicultural Counseling Issues, Legal and Ethical Issues, and Multicultural Counseling Fieldwork. Her most recent book is entitled, Counselor Education for the 21st Century.

Dr. Callejas, a senior associate with NMCI, is a consultant and trainer with expertise in human resources, organizational development, and research and evaluation. His clients include NASA, the U.S. Department of State and Freddie Mac. He specializes in cultural diversity, sexual harassment prevention, conflict resolution, and the prevention of violence against women.

B. TRAINING OF TRAINERS II: Teaching Skills and Cultural Competency (Intermediate)

Karyn Trader-Leigh, PhD and Eva Young, MA

Prerequisite: Individuals must have participated in Training of Trainers I, Developing Introductory Diversity Workshops, or its equivalent. They must have experience in facilitating introductory diversity awareness workshops. (Registration subject to approval.)

This session is designed to enable individuals to develop and deliver a workshop in Building Cultural Competency. While awareness is a necessary element of all diversity workshops, this training will provide techniques to move participants beyond awareness to building cultural competency. It will provide individuals with exercises, lecturettes, simulations, and experience in delivering workshops that address the specific skills necessary for working effectively in today’s diverse workplace. The areas of skill development include cross-cultural communication, group dynamics, and team building.

Participants will work in small groups to design a workshop and present one module in detail. The session will include a trainer development component that will offer participants continued opportunity to assess and refine their training skills. Individuals will also be introduced to the principles of selecting different training techniques and practice dealing with difficult situations.

Dr. Trader-Leigh, a senior associate with NMCI, has over 25 years experience in NGO and public sector organizations. She has held positions as the Director of Human Resources for Network Solutions and served with TRW as Director of Organization Development and Training. Her clients have included IBM, AT&T, NASA, United Nations, U.S. State Department, and the Rockefeller and Knight Foundations. 

Ms. Young is an organizational learning (OL) practitioner who designs and delivers strategic interventions. Her work is about creating inclusive workplaces, effective multicultural teams, and culturally competent leaders.  She works with clients from the private, public and non-profit sectors, including SodexhoUSA, Teaching for Change, and Northrop Grumman.

C. DESIGNING AND IMPLEMENTING A DIVERSITY INITIATIVE (Advanced)

Manny Brandt and Dolores H. Fridge, MS

Who Should Attend: Individuals who have experience in the diversity field and are working on a diversity initiative within their own organization.

Many organizations are now embarking on wide-ranging diversity initiatives that may include such efforts as organizational assessments, diversity councils, recruiting and retaining a diverse workforce, staff orientation and training, community outreach, mentoring, and cross-cultural conflict resolution.

In this workshop, participants will explore models and tools to organize the elements of a diversity initiative, as well as link diversity to bottom line issues and develop the business case for their organization. They will also learn what a successful diversity initiative “looks like,” address ways to obtain buy-in from senior management, discuss approaches to overcoming roadblocks and resistance to diversity initiatives, and develop strategies to ensure the sustainability of the initiative.  This workshop will be hands-on and interactive. Participants will have the opportunity to design or enhance an initiative for their own workplace, obtain feedback from presenters and participants on their plan and anticipate issues that will arise in implementation.

Mr. Brandt, Lead Trainer for NMCI, has worked extensively with Casey Family Services and Value Options, facilitating meetings of their Diversity Council and helping to develop a strategic plan for their diversity initiatives. He has conducted diversity training for the United Nations and other NMCI clients in the public and private sectors.

Ms. Fridge is the Chief Resolution Officer for Medtronic, Inc. She provides employees with a neutral, confidential and independent resource to resolve workplace issues. She is the former Associate Vice Chancellor of Equal Opportunity and Diversity for the Minnesota State Colleges and Universities System. She is also the former Commissioner of the Minnesota Department of Human Rights.

2 - DAY WORKSHOPS

Thursday, November 6 - Friday, November 7, 2008

Enrollment in workshop D precludes participation in any other workshop on Thursday and Friday.

Thursday morning plenary is included

D.       EXPLORING OUR CULTURAL ASSUMPTIONS (Introductory)

Amber Mayes, MS and Emilio Williams, MHS

Who Should Attend: Individuals in all fields who are concerned with diversity issues, but who have not had extensive personal cultural awareness training.

We view the world through individually constructed and societally imposed cultural lenses. Becoming aware of the presence and impact of these lenses constitutes the first step toward successful interaction with people whose lenses are different from our own. Through experiential exercises, videos, and group discussions, participants will develop an understanding of how pre-judgments and fears affect their perceptions and interactions with others. Participants will explore ways to be active allies to others and to interrupt inappropriate speech and behavior.

Mr. Williams is a diversity consultant and trainer with extensive experience in curriculum development, outreach, human resource management, and program development. His clients have included the Environmental Protection Agency, Prudential Insurance Company, Amtrak, the Corporation for National and Community Service and the Aspen Institute. 

Ms. Mayes is an organizational development consultant specializing in diversity consultation, strategic planning, team development and leadership coaching. Her clients have included Verizon, Georgetown University, The Trust for Public Land, and the DC Office of Planning.

2 - DAY WORKSHOPS

Saturday, November 8 - Sunday, November 9, 2008

E.           BUILDING CULTURAL COMPETENCY (Intermediate)

Amber Mayes, MS and Emilio Williams, MHS

Who Should Attend: Individuals in all fields who have previously taken part in basic cultural awareness training.

The goal of this experiential workshop is to increase participants’ knowledge and skills to deal effectively with cultural differences. Participants will learn to identify the different components of cultural competency, including cross-cultural communication, conflict resolution, and flexibility. This workshop will increase participants’ abilities to: (1) recognize when cultural factors may be influencing interpersonal dynamics; (2) communicate effectively across cultures; (3) resolve cross-cultural conflict constructively; and (4) intervene in culturally offensive situations.

Mr. Williams, see workshop D  

Ms. Mayes, see workshop D

F.         CULTURAL COMPETENCY AND HUMAN TRAFFICKING (Introductory)

Laura Shipler Chico, MSW and Joy M. Zarembka, MA

Who Should Attend:  Law enforcement personnel, attorneys, service providers, victims’ advocates and others who are working to in social service settings.

Understanding the complex cultural, social, and economic context that prevents victims from seeking help is essential to successfully identifying victims, building cases against traffickers, and helping survivors to access services, recover from trauma and build a new life.  This workshop will explore cultural competency with an eye towards increase participants’ effectiveness in identifying, interviewing and assisting survivors of human trafficking by providing:  a greater understanding of the cultural, social and economic barriers that victims and providers face; increased knowledge and skills for overcoming those barriers and working effectively across cultures; enhanced awareness of the role of culture in the identification of and service to victims; and practical strategies for interviewing survivors.

Ms. Chico specializes in cross-cultural communication, peace building, and trauma recovery. She has provided counseling in the U.S. for refugees, immigrants, victims of human trafficking and survivors of torture. She has lived and worked extensively in Rwanda bringing together survivors and perpetrators of the genocide for intensive dialogue and joint community recovery projects.

Ms. Zarembka is the Director of Break the Chain Campaign, an advocacy and direct service organization working to help end modern-day slavery and human trafficking in the Washington, DC area.  She also currently serves as an expert witness on human trafficking and domestic worker exploitation in civil and criminal cases.  Her new book, The Pigment of Your Imagination: Mixed Race in a Global Society, was released in 2007.   

THURSDAY AFTERNOON WORKSHOPS

November 6, 2008

Thursday morning plenary is included

101.      INCLUSION AT "MOMENTS OF TRUTH"

Yael Sivi and Sandra A. Deshommes, FWI

This program was created in direct response to the need in the field of diversity and inclusion to go beyond awareness into behavior change.  Participants create their own business case for inclusion and examine how all of us create inclusion or exclusion in our work environments. They also explore how the legacies of gender, race/ethnicity, culture, sexual orientation, and generational diversity may make inclusion more difficult, pointing to the need for some “courageous conversations” about these issues. FWI’s inclusion model and case studies demonstrate how inclusion and exclusion lie on a continuum and help participants articulate the behaviors that reflect inclusion at key “moments of truth” in their work lives.

Ms. Sivi is a coach and consultant with The FutureWork Institute, specializing in Generation X, mentoring, women’s issues, emotional intelligence, sexual harassment training, work/life flexibility, and non-violent communications. She has designed and delivered gender workshops in different parts of the world and is fluent in Spanish.

Ms. Deshommes is the Chief Operating Officer for The FutureWork Institute, managing the day-to-day activities of the firm. Ms. Deshommes also spent 18 years as an Organizational Development/Diversity Director at JPMorgan Chase and uses those experiences to guide FWI clients on their strategic diversity change process.

102.      CAREER DIVERSITY: UNDERSTANDING THE FIVE CAREER ARCHETYPES

Joe Gibbons and Sarah Burke, FWI

Career Diversity refers to the five different preferences that employees have regarding the way they want to relate to work: company-dedicated careerist, free agent, experimenter, fast tracker and balanced careerist. It is based on recent research on the career preferences of 5000 employees of large organizations in North America and how these differ by race, gender and age. After an opening exercise about work motivations, participants use this research to assess their own career preferences and analyze those of others with whom they work. They learn about the strengths and challenges of each type and discuss how to manage/work with colleagues that have another preference.

Each person leaves the session with a personal profile and a plan that reflects the best management style to motivate the career preferences of each direct report/colleague.

Mr. Gibbons is the Research Director of The FutureWork Institute.  He has been a tenured professor of Human Relations, and a Director of Towers Perrin’s HR Management Center. He will be presenting some of FWI’s latest research and its applications and is about to publish a book entitled, My Job My Way, based on the Career Diversity research he did at Towers Perrin and at FWI.

Ms. Burke, a consultant with The FutureWork Institute, has an extensive background working in the field of diversity with particular emphasis on higher education. Ms. Burke’s experience includes work with many top tier colleges and universities on issues of retention, inclusion and recruitment of a diverse student body.

103.      CULTUREFLEX: UNDERSTANDING CULTURAL DIFFERENCES

Josy Laza Gallagher, FWI and Terry Brake, TMA

This session is designed to help participants recognize the critical importance of identifying challenges and understanding cultural differences in colleague and client/customer relationships. After an introductory group exercise, participants work in small groups to come to consensus on the responses to cross-cultural situations presented in a quiz format. A “cultural hot buttons” charts exercise helps to identify the discomfort participants feel with some of these cultural differences.

Facilitators offer a pragmatic working definition of culture and cultural competence and introduce participants to the nine dimensions of culture included in the TMA Worldprism Profiler™. Before, during or after the session, each participant will have the opportunity to take the TMA Worldprism Profiler™ and receive an individual chart of his/her preferences compared to other cultures selected in the Country Navigator database.

Ms. Gallagher is a Senior Consultant for The FutureWork Institute with over 30 years of corporate experience. She has studied and lived in many countries, led global culturally diverse teams and delivered training and organizational development programs in English, Spanish and French, in Europe, Latin America, Central America, Hong Kong and Canada. She is a founding member of the Career Women’s Forum in Geneva, Switzerland and Madrinas, a network for Corporate Latinas.

Mr. Brake is the President of TMA-Americas, specializing in the globalization process and organizational design; cross-cultural management; global leadership; and futures thinking. He has designed and delivered programs for numerous clients in the US, Europe and Asia. He is the author or co-author of five books on international business and management and has appeared on CNN as well as on a number of radio programs.

104.      DIALOGUES ON DIMENSIONS OF DIVERSITY

Janet G. Davis and Lily Tang, FWI

Participants define diversity and the various dimensions that make up the primary, secondary, and organizational aspects of diversity. Each participant shares their top three identifiers with small groups and then shares their primary identifier with the larger group. They also learn to distinguish between Affirmative Action, Valuing Differences and Managing Diversity/Inclusion. The session encourages dialogue on dimensions of diversity that are important to each individual and the support needed/provided from their work team and organization. An interactive card game is used to identify each participant's primary thinking style to help them learn to identify, value, and work with other thinking styles, and then apply these insights back in the workplace.

Ms. Davis, a consultant and coach with The FutureWork Institute, has twenty years experience in organizational diagnosis, research, facilitation, and content development in Intergroup Relations. She has worked in academic, corporate and community settings and has designed interactive programs for 3-year-old to 85-year-old participants.  Her work also focuses on how knowledge derived from family studies might be applied to improving organizational effectiveness.

Ms. Tang is a consultant with The FutureWork Institute. With a multi-dimensional background in counseling, psychology, journalism, and business development, Ms. Tang works with clients in areas of cultural identity and values, relationships and systems, strategic career development, and authentic leadership. She has led global teams in original research projects in the Americas, Europe, and Asia including China, Japan, and India. She is bilingual and conversant in several dialects of Chinese.

ONE DAY WORKSHOPS

Friday, November 7, 2008

201. GENDER BIAS: LENSES, LEGACIES & LEADERSHIP

Yael Sivi and Yosh Beier, FWI

Hillary Clinton’s Campaign 2008 raised the important question about whether we, as a country, are over our gender bias related to leadership. This workshop focuses on the ways individuals, and the organizations they create, continue to perpetuate gender bias in subtle and explicit ways.  By bringing awareness to the lenses and historical legacies that impact the way we understand gender, we aim to better understand how our collective context can make this issue difficult to see, let alone change. Using a series of video clips and partner exercises, and examining recent research, participants learn about different communication and leadership styles associated with each gender in order to create more inclusive and equitable organizational environments.

Ms. Sivi, see Workshop 101.

Mr. Beier is a consultant, coach and mediator with The FutureWork Institute focusing on organizational and team effectiveness across generational, cultural and gender differences. Born in East Germany, he is passionate about driving change to build creative and collaborative cultures and helping clients succeed with cross-cultural teams.  He has delivered gender workshops in Europe and the US and also works as a technical expert with the European Commission. He is fluent in German and English, and proficient in Spanish.

202. RACE MATTERS: LENSES, LEGACIES & LEADERSHIP

Tanya Odom, Gregory Hauck, FWI; Mary-Frances Winters, The Winters Group; Robert Marchman, NYSE Euronext; Jessica Faye Carter, WomenSuite; Sylvester Mendoza, Jr., Northrop Grumman; R. Guy Vickers, Tommy Hilfiger Corporate Foundation; Miriam Muley, The 85% Niche; Jane Rosenzweig, W.L. Gore & Associates

Using the Campaign 2008 as our backdrop, this workshop highlights the many discussions of race that surrounded the journey of Barack Obama to become the nominee of the Democratic party. Participants engage in exercises and discussions to explore their own legacies and lenses to lessen the silence around issues of race and ethnicity. Through interactive exercises and short video excerpts, they explore racial identities and the messages they give and receive about their and others' races.  Participants become more comfortable with racial discussions to move from silence to forming alliances with colleagues who are not mirrors of them.

A panel of executives will also share some of their insights and experiences. After discussing tips for managing race in the workplace and marketplace, participants reflect on actions they can take at the client/customer, team and personal levels.

Ms. Odom is a consultant and coach with The FutureWork Institute, She has lived or worked in 15 different countries and conducted hundreds of workshops for adults and youth around the United States and Europe. Tanya is also the Diversity Dimensions columnist for Diversity Woman Magazine and a co-author of Evaluation in the Field of Education for Democracy, Human Rights, and Tolerance: A Guide for Practitioners.

Mr. Hauck, a FutureWork Institute consultant, has twelve years experience in diversity and inclusion consulting. He specializes in workshops that demand courageous conversations around race, sexual orientation and religion. His current clients are mostly in the healthcare industry. He also delivers keynote addresses on the future workplace and on the future of healthcare, food service and sustainability.

Ms. Winters is President and Founder of The Winters Group, a 24- year-old organization development and diversity consulting firm, specializing in research, strategic planning, training, and public speaking with an emphasis in ethnic and multicultural issues. She was also the affirmative action officer and senior market analyst at Eastman Kodak Company for 11 years. She is the author of three books, CEOs Who Get It: Diversity Leadership from the Heart and Soul, Only Wet Babies Like Change: Workplace Wisdom for Baby Boomers and Inclusion Starts With “I.”

Mr. Marchman is the head of the New York Stock Exchange’s Division of Enforcement and Risk. He is also Chairman of NYSE Euronext’s Diversity Council. Under Mr. Marchman’s leadership, the Diversity Council has implemented a number of significant programs including company-wide diversity training, a supplier diversity initiative as well as community outreach and financial literacy efforts.

Ms. Carter, Chief Executive Officer of WomenSuite™, is a thought leader and diversity strategist for companies and non-profit organizations.  She is the author of Double Outsiders: How Women of Color Can Succeed in Corporate America. She has been a business professional and corporate lawyer in the financial services industry. and was most recently Senior Vice President and Associate General Counsel for Citigroup Global Markets Inc.

Mr. Mendoza is the Corporate Director for Diversity & Inclusion and EEO for Northrop Grumman where he leads the strategic design and execution of its programs. Prior to joining Northrop Grumman, he was the Senior Director for Global Diversity Strategies at Schering- Plough, the Director of Diversity for Quest Diagnostics, Inc., and for Merrill Lynch.

Mr. Vickers is  President of the Tommy Hilfiger Corporate Foundation and Vice President of Community Affairs. Responsible for the continued growth of the corporate foundation and the expansion of the company’s involvement in the community, he also sustains Tommy Hilfiger’s commitment to original foundation activities such as the DC Martin Luther King, Jr. National Memorial Project Foundation, Inc, Fresh Air Fund and the Race to Erase MS. He is a board member for the DC MLK National Memorial Project Foundation and a member of 100 Black Men of New York.

Miriam Muléy is founder of The 85% Niche, which focuses exclusively on working with companies to develop smart business plans that appeal to the diversity of women in the marketplace  As a woman of Puerto Rican ancestry with an MBA from Columbia University's Graduate School of Business, her 25 years of hands-on brand management and advertising experience at premiere companies like General Motors Corporation, Avon Products, Inc., Clairol, Johnson & Johnson Baby Products Company, and UniWorld Group Advertising give her the advantage in selling products to women of diverse ethnic, cultural and socioeconomic backgrounds. She was recently celebrated as one of Elle magazine's "Uncommon Women" for her strategic work in marketing to women. She also was honored with the distinguished "Ebony Award for Outstanding Corporate Marketing" in recognition of her achievements in diversity.

Ms. Rosenzweig joined Gore as their Diversity Leader in 2005 and began driving a process that makes diversity and inclusion critical ingredients for sustaining the Gore culture. The Gore culture is world-renowned for the very special work environment it creates and the stellar business results that stem from this environment. In building an enterprise-wide strategy for Diversity, Ms, Rosensweig is focused on creating more individual and team capability for using differences productively.  Prior to Gore, Jane spent 11 years at J.P. Morgan Chase with leadership responsibility for the employee engagement and diversity communication strategy. 

203.      UNCOMMON THREADS: GENERATIONAL LENSES, LEGACIES & LEADERSHIP

Margaret Regan and Ramon Marmolejos, FWI

Campaign 2008 has put the spotlight on age diversity with the media highlighting the generational divide between John McCain and Barack Obama and nightly talk show hosts poking fun at McCain’s age. This highly interactive session takes on these issues and focuses on managing across generational differences at work. It is based on FutureWork’s extensive global research on the four generations at work--each with unique generational markers, lenses and legacies that inform their value systems and behaviors. The session looks specifically at how each of the four generations views leadership, work structure, feedback, and work/life flexibility. Participants also discuss strategies on how to respond to these issues within their workplace. “Uncommon Threads” will not only change how participants view colleagues from other generations, but how they handle generational conflicts in their personal lives as well.

Ms. Regan is the President & CEO of The FutureWork Institute, Inc. and the Vice Chair of NMCI's Board of Directors.  See Special Events for keynote address.

Mr. Marmolejos is a consultant for The FutureWork Institute, specializing in generational diversity and the intersection between generational and cultural markers. His prior experience includes work as part of the Strategic Planning Group for Pepsi-Cola North America. He also conducted diversity training at The Posse Foundation and is currently the lead consultant for FWI’s study, iGen@ work.global.

204. IMPLEMENTING A DIVERSITY STRATEGY: A Day of Three Learning Labs

FRIDAY MORNING

(a). DIVERSITY AND INCLUSION AS A CHANGE PROCESS: WHAT YOU NEED TO

              KNOW

Sandra Deshommes and Joseph Gibbons, FWI

This workshop will cover the crucial stages and steps in making diversity and inclusion efforts “stick.” Oftentimes companies and organizations get stuck in the “programmatic,” bypassing or stopping short of the strategic and behavioral aspects that are essential for real organizational and cultural change. In addition to providing a comprehensive framework for change, participants will receive a tool to help them develop a strategy for their diversity and inclusion efforts. They will also hear and interact with a panel of CDO’s, who will share the best practices that have helped to move their organizations/cultures to the next level.   

Ms. Deshommes, see workshop 101

Mr. Gibbons, see workshop 102

(b).  CHIEF DIVERSITY PANEL --- BEST PRACTICES: GENDER, RACE AND GENERATIONAL

 Moderators:Sandra Deshommes and Joseph Gibbons, FWI

Panelists: Rohini Anand, Sodexo; Michael Davis, DLA Piper; Nancy DiDia, Boehringer-Ingelheim; Harry Gibbs, MD Anderson Cancer Center; Marilyn L. Thompson, Johnson & Johnson

These experienced diversity leaders will discuss some of the major issues they have addressed in bringing about change within their own organizations. They will identify key components of their diversity strategic planning efforts; describe the dilemmas and the realities encountered when developing and implementing their diversity initiatives; discuss strategies on how to move beyond diversity rhetoric; share experiences on the impact diversity can have on an organization and its workforce; and explore emerging issues in diversity management.

Ms. Anand is Senior Vice President and Global Chief Diversity Officer at Sodexo, the leading global provider of food and facilities management. She is responsible for the strategic direction, implementation and alignment of Sodexo’s integrated global diversity initiatives and strategy as well as Sodexo’s Sustainable Development and Corporate Citizenship strategies in the US.

Mr. Davis has full responsibility for the design and implementation of the diversity and inclusion strategy and programming for DLA Piper, one of the world’s largest law firms. Prior to joining DLA Piper, Mr. Davis spent 15 years consulting in the area of diversity and inclusion, change management and organization development in the U.S., Latin America, Europe and Asia. He has also authored articles on various diversity issues in such publications as Profiles in Diversity Journal.

Ms. Di Dia brings more than 25 years of experience in management and diversity practices in corporate America to her role as Director of Diversity & Inclusion at Boehringer Ingelheim. Ms. Di Dia also spent 25 years at JPMorgan Chase and was recognized as an award-winning diversity leader and facilitator who pioneered significant cultural changes across the firm.

Mr. Gibbs is Chairman of the Diversity Council and the Affirmative Action Officer at M. D. Anderson Cancer Center. He is an Associate Professor of Medicine and Cardiovascular Disease and is the Vice President for Institutional Diversity with appointments as Associate Professor in the Department of Health and Disparities Research at The University of Texas M. D. Anderson Cancer Center. He has designed, developed, and produced workshops and seminars focused on minority faculty and staff development.

Ms. Thompson is Director, Global Diversity and Inclusion for Johnson and Johnson. She leads the development and implementation of strategic initiatives to maximize the power of diversity and inclusion in the workforce, workplace, marketplace and with external partners to achieve superior business results. She has over twenty years of corporate human resources leadership experience.

FRIDAY AFTERNOON

(c).    DIVERSITY AND YOUR IDENTITY ZONES: FROM CLASSROOM TRAINING TO eLEARNING AND EMPLOYEE SOCIAL NETWORKS

Mark Williams, IdentityHoldings and Josy Laza Gallagher, FWI

This session is built on a research-based methodology created by Mark Williams, author of Your Identity Zones. Participants examine the critical cultural and values-based differences we face in the 21st century. When, why and how do their sensitivities get triggered? How can they learn to identify and avoid the diversity conflicts that can have a devastating impact on teamwork, productivity and customer relationships?

This workshop also provides tools to address these challenges through highly interactive exercises, small group discussion and analysis, and videotaped role plays. This process can help participants learn how to "read" (and more effectively relate to) team members and customers based on their key affiliations, values, and Identity Zones profiles.  A special feature of the session will be an introduction to MyIdentity e-learning and KnowMeNow social networking site for organizations.

Mr. Williams, see 10 Lenses event.

Ms. Gallagher, see Workshop 103

SATURDAY MORNING WORKSHOPS

November 8, 2008

301.      IN AND OUT OF THE CLOSET: GLBT Persons and the Workplace

Gregory Hauck and Sarah Burke, FWI

Participants discuss myths versus facts about gay men and lesbians in the workplace. An interactive exercise entitled "Don't ask! Don't tell!" allows participants to experience first-hand what it might be like to conceal their sexual orientation at work. Participants also take a terminology quiz and then are free to submit anonymous questions they want addressed about LGBT employees. Lingering questions and concerns are addressed in a non-threatening way, leading to deeper appreciation, understanding and knowledge.

After a presentation on LGBT best practices from FWI's database, the session closes with a discussion on specific steps we can take to create a more open environment for LGBT employees. By the end of the session, participants have deepened their understanding of the emotional impact of being gay in the workplace and received information on what they can do to create a more inclusive work environment.

Mr. Hauck, see workshop 202

Ms. Burke, see workshop 102

302.      RELIGION IN THE WORKPLACE

Josy Laza Gallagher and Janet Davis, FWI

In Campaign 2008, religion was a topic of debate as early candidates dealt with attitudes about “Ministers and Mormons” from the voting public. By many measures, Americans are strongly religious: 92 percent believe in God, 74 percent believe in life after death and 63 percent say their respective scriptures are the word of God (Pew Forum on Religion and Public Life).

This session begins with a religious diversity quiz and focuses on the major beliefs of 13 different religious groups and how leaders can accommodate them in the workplace. It also explores what mainstream organizations are doing to respond to the increasing interest in spirituality in the workplace, as members of an increasingly diverse workforce seek to bring their “whole self” to work. Learning Room charts highlight information about religious groups to help anticipate accommodation requests and avoid situations that might spark religious conflict. Case studies based on actual court cases bring the issues to life as small groups struggle to “judge” the cases presented.

Ms. Gallagher, see workshop 103

Ms. Davis, see workshop 104

303.      NANOBITES THAT STING: FROM MICROINEQUITIES TO A CULTURE OF INCLUSION

Sandra A. Deshommes and Yosh Beier, FWI

Participants go through a series of interactive exercises that allow them to experience what behaviors have made them feel included and excluded. Through a micro-hot buttons exercise, they identify the top three microinequities that cause them to react to-but not always confront the behavior.  A "Gallery Walk" with a partner presents the microinequities that happen more frequently to people of difference.  Participants are asked to identify the comments they have heard and those they have personally experienced.  Finally, participants commit to changing or stopping one microinequities behavior that they practice in order to help create a more inclusive environment in their team/organization.

Ms. Deshommes, see workshop 101

Mr. Beier, see workshop 201

304.      VALUES DIVERSITY: ALIGNING INDIVIDUAL AND ORGANIZATIONAL ISSUES

 Joe Gibbons and Mary Hett, FWI

Participants are part of an interactive presentation that explores how financial success is strongly related to employee fulfillment. They engage in an exercise which enables them to reflect more deeply on what motivates them to come to work every morning. This session also allows participants to compare their personal values with their organization's stated values through a "Values Audit" designed by Richard Barrett, author of Liberating the Corporate Soul.

Participants explore the implications of misalignment and what companies can do to accommodate an ever-widening diversity of values. Participants are given the opportunity to see how their values line up with their organization's values as well as deepen their understanding of their work motivations and those of their colleagues.

Mr. Gibbons, see workshop 102

Ms. Hett is a FutureWork Institute diversity and work/life consultant in its Western region. Ms. Hett has studied and lived abroad in many countries including France, Reunion Island and Nepal. She has recently published an article on work/life and corporate culture which was given national exposure through the Work & Family Connection.