Inclusion and Diversity in Dental B2B
Women in Leadership
Aim to inspire and empower women and men across the corporation to engage in purposeful career development and take on leadership for important causes---to lead change with more conviction and confidence---and improve our workplaces and communities for all. By offering more complex understandings of issues related to professional women and work, the course will help increase self-knowledge as well as enhance capabilities as a leader, manager, and team contributor. We will examine the opportunities, challenges, trade-offs, and organizational dynamics experienced by women in work organizations, as well as reflect on and practice effective individual.
The course aims at answering questions such as: What are the valued attributes and behaviors of women in the workplace? How does the gendered nature of organizations impact women? What derails career advancement and what propels us upward? What are your leadership goals and aspirations? How can you best integrate your multiple family and work life commitments? How do you define career success? What can organizations do to provide women with opportunities to excel? What opportunities could our global economy harness by advancing women to leadership? How can the full talents of the workforce be tapped into and developed?
What is sex? What is gender? What is sexuality? What do we mean by LGBTQQI2SAA? How are these concepts related to the workplace? How have our understandings of these terms changed over time, and how have these changes impacted work and culture? To help you answer these important questions, this course will introduce you to the exciting field of gender, sexuality, and women's studies, and to LGBTQQI2SAA identities. We will use a range of interdisciplinary concepts, tools, and methods to understand and analyze how identity shapes our experiences in culture and in the workplace. Because we all live with gender expectations, this course is crucial for any profession, and for understanding the world around us. Also, you will learn key concepts that will help you to interpret and understand the world we share.
Human Rights and Gender Equality
Leaders will delve into the ethics of wealth, poverty and inequality as well as the forces that widen inequalities.
Changing Landscapes, Identities
Ethnic Visible Minority
You will discover statistics for five diversity categories and the challenges that firms are facing to promote the inclusion of these diversity elements. By the end of this course, you will have a clear understanding of diversity concepts and their application to different diversity categories
Categorization and Diversity Perceptions
This leg of the learning journey introduces you to how cognitive processes impact how we see and react to our social environment. It will help you to understand your own and others' perceptions and reactions to difference. By the end of this module, you will have acquired conceptual tools and experiential data to analyse your reactions to diversity.
Disrupting with Diversity
In this module, you will go from the individual to the firm setting, and explore the diversity processes that you find in organizations. You will be introduced to a method for mobilizing the disruptive force of diversity. By the end of this module, you will understand the difficulty of implementing inclusion in the workplace and be able to apply a cognitive method to a diversity case.
Diversity an Inclusion around the World
You will learn what diversity and inclusion initiatives are being implemented globally and to think about their impact. You will also write our own diversity and inclusion case, and thereby develop your skills to look for diversity information in the workplace.
Creating an inclusive environment includes welcoming audiences, artists, consultants, volunteers, staff and board members in a way that allows them to participate fully in consulting and decision-making. As you diversify your programming, hiring and overall strategic direction you will need to engage with new communities.
This will in turn involve ensuring you are accessible – can people physically access your space? Are your communications accessible to vision or hearing impaired groups? Are you aware of cultural barriers, including your own corporate culture, that may be keeping away people who can contribute? A few things to keep in mind:
Be aware of appropriate terminology; show sensitivity to individuals’ preferences. Speak directly to individuals, not to their interpreters or assistant.
Do not make assumptions about a particular disability, its limitations or that assistance is needed. At the same time, it is always helpful to have a generic note on policies, job ads and other public documents about whether any special accommodation is required. Individuals may require specific accommodations and some will require more than one.
For meetings, ensure accessible parking and transit, as well as access into your building and to your meeting space; arrange for any necessary interpreters; consider longer breaks during meetings to give people the time they need.
Companies that adopt purposeful strategies to build solid partnerships with Indigenous people, businesses, and communities do so for a variety of reasons.
Indigenous people add to a company’s diversity by offering unique characteristics and talents, and a niche employment market in both urban and regional settings across the nation.
They align corporate social responsibility (CSR) strategies to the Indigenous cause – maybe to impact social and economic growth in communities where they do business, or perhaps due to a sense of responsibility to contribute to the positive well-being of Indigenous Peoples in Canada.
Other companies opt to participate in regional or global reporting initiatives where they are accountable to their customers, employees and shareholders for employment equity initiatives and their good will. We will dive into the Truth and Reconciliation recommendations, how they can be implemented and how as an organization we can seamlessly incorporate it into our practices.