Course Titles


(Councils, ERG’s, Thought Leaders, Sponsors)

Diversity Councils are often asked to be the ‘unpaid’ staff for the Office of Diversity.  They are given the tasks of driving the tactics and strategies of the organizations around creating respectful, inclusive places to work.  They are normally not given access to the tools to effectively accomplish these tasks.  This plan will provide them with the following skills:

DA-01: Council Fundamentals
DA-02: Corporate Culture Assessments
DA-03: Creating A Strategic Plan
DA-04: Communicating the Diversity Strategy
DA-05: Preventing Diversity Backlash
DA-06: Employee Resource Groups
DA-07: Change Management & Diversity Management
DA-08: Business Integration Model
DA-09: Diversity ROI Model


Managers need additional skills in order to effectively manage the changing workplace. The changes in the composition of the workforce include multiple generations, many different ethnic and global distinctions, women in roles traditionally held by men and more.

Additional skills include understanding the importance of having managers with a high level of emotional and social intelligence.  This plan address those areas in a way that informs and instructs.  This includes improving competencies to deal with blind spots, increase innovation, as well as understanding the impact of power & privilege and unconscious biases.

EM-01: Unconscious Bias
EM-02: Emotional & Social Intelligence
EM-03: Power & Privilege
EM-04: Driving Creativity & Innovation
EM-05: Mentoring & Coaching
EM-06: Multicultural Feedback
EM-07: Providing Work Life Balance
EM-08: Equitable Project Assignment


These are the courses recommended for those in an HR role within an organization. The workplace is changing,  job candidates are becoming more diverse.  Recruiting and retaining from the diverse and changing talent pools requires different skills than it did in the past.

These course will provide HR professionals with new and creative ways to complete their tasks in this ever changing environment.  The policies established and managed by HR can have a different impact than might have been assumed in earlier times.  The courses offered here are foundational for the HR staff. The courses include:

HR-01: Recruiting Traditionally Under-Utilized Employees
HR-02: Retaining Traditionally Under-Utilized Employees
HR-03: Procedure & Policy Implications on Inclusion
HR-04: Mentoring & Coaching (Multicultural)
HR-05: Interviewing Multicultural Candidates
HR-06: Launching a Diversity Program
HR-07: Understanding Workplace Bullying
HR-08: Organizational Solutions to Workplace Bullying
HR-09: Establishing Respectful Workplace Policies
HR-10: The Fiscal Implications of Derailing Behaviors


These are the courses recommended for those in an HR role within an organization. The workplace is changing,  job candidates are becoming more diverse.  Recruiting and retaining from the diverse and changing talent pools requires different skills than it did in the past.  Additional skills in this plan are for managers, sales, customer service and more.  The ability to be successful in a changing environment requires having an understanding of how to navigate these aspects of managing and leading in culturally effective ways.

Courses in this learning plan are applicable to many aspects of a successful global, multicultural organization.  Included are the following classes:

CC-01:  Cultural Competence - Def. & Link to Business
CC-02:  Multicultural Communication
CC-03:  Effective (Multicultural) Listening
CC-04:  Building Effective  Multicultural Workplaces
CC-05: Multicultural Sales
CC-06: Multicultural Customer Service
CC-07: Multicultural Conflict Resolution
CC-08: Multicultural Feedback
CC-09: Multicultural Teams


(Foundational - Diversity Training)

These courses are a replacement for what would traditionally be called ‘diversity’ classes.  The are all about creating equitable, respectful places to work.  The emphasis is on behaviors and respectful treatment.

WE-01: Building a Common Language for Respect
WE-02: Dimensions of Difference & Derailing Behaviors
WE-03: Emerging Trends
WE-04: The Fiscal Impact of Workplace Equity


(Awareness Plan)

Managing respect in the workplace is a difficult on going challenge.  This catalog contains basic fundamental tools that allow employee to work together in a ways that enhances to levels and likelihood of success.

RM-01:  Respect Matters: Intro
RM-02:  Respect Matters: Building a Common Language
RM-03:  Foundational Levels of Workplace Respect
RM-04:  Fundamental Levels of Workplace Respect
RM-05:  How to Sustain Workplace Respect


(Skill Building)

Once awareness has been created about what 'workplace respect' looks like, how if manifests, how to establish foundational and fundamental levels of respect and how to sustain it; the next step is to enhance specific skills that lead to a respectful inclusive environment.

RW-01: How to Have Tough Conversations at Work
RW-02: How to Manage Your Boss
RW-03: Effective Listening


Employees deserve to come to work in an environment where derailing behaviors are reduced and/or eliminated.  The behaviors defined as workplace bullying has a significant impact on workplaces.  The majority of these behaviors are directed from a manager to an employee.  This makes it even more difficult to handle and eliminate.

This learning plan provide organizations with a tool to better help employee identify these behaviors by defining what they are and the difference between tough bosses and workplace bullies. Once understood, it is easier to take control of the situation and eliminate these behaviors.

WB-01:  Bullying in the Workplace - Intro & Definitions
WB-02:  What Can You Do Personally?
WB-03:  Understanding Different Types of Bullies at Work


Today's workplaces have employees from multiple generations working together. Having an understanding of these generational differences, how that impacts work effort, willingness to go above and beyond requirements, expectations each group of employees has relative to their commitment to work are all areas that make a difference when working with and/or managing employees.

There are many things that influence each generation.  There are moments that set each generation apart from each other that occurs in the news, culture and or history.  Understanding how those differences can shape and/or contribute to our values is important to help improve workplace interactions.

GEN-01: Understanding Generational Differences
GEN-02: Generations Working Together
GEN-03: Global Implications of Generational Differences