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Background information:
Increasingly companies are focusing on how they build inclusion in their teams and across their organization. Many of these initiatives focus on mitigating the impact of unconscious bias or setting diversity targets. Research is showing increasingly that by focusing in these two areas many companies are finding that their initiatives are creating the opposite result of what they expected.
In this session we will look at how DEIA (Diversity, Equity, Inclusion, and Accessibility) strategies and training has continued to evolve, and the different frameworks used by organizations in improving equity and inclusion. This session will focus on second generation bias and how organizations have put equity at the heart of their DEIA initiatives to meaningfully create sustainable change and improved organizational engagement.
Session objectives:
- Explore the evolution of DEIA initiatives, especially in the past three years to adapt to increased globalization and greater awareness of diversity.
- Introduce updated frameworks for addressing inequity and discrimination at work.
- Explore four levels of bias met within organizations and take part in an interactive online activity and case discussion to explore the impact of bias at work.
- Highlight diversity themes that are relevant in China and in Asia to help localize DEIA initiatives to companies outside of North American and Europe.
Key Learning Points:
- Key vocabulary and terminology in today's DEIA initiatives and drivers for change in traditional training and HR initiatives.
- Limitations to some existing DEIA approaches and training initiatives focused on unconscious bias.
- New methodologies and approaches in DEIA training and initiatives that participants can localize for teams and organizations in China and Asia.