Managing Diverse Teams: Building Equity into SOPs

Active Advocacy, Trauma Informed Conversations, Transparent Decisions & Change Management for your DEI Strategy

Created by: Marie Deveaux
Executive Leadership Coach

What Will I Learn?

• Your current phase of development as an ally
• How trauma and triggers impact workplace policy and conversations about change
• How to use the SPEARS™ framework to distinguish between tokenism and representation in your and others’ allyship efforts
• A 5 step process for making inclusive business decisions
• To apply a trauma informed lens to instances of micro (and macro) aggressions in your work and personal life
• How psychological safety and emotional intelligence can support your goals in creating systemic progress in your DEI goals

Requirements

• Knowledge of situational leadership and basic understandings of the differences in delegating, directing, coaching and supporting their direct reports.
• General knowledge about how to conduct regular 1:1 meetings, track and measure performance over time
• Foundational skill sets in emotional intelligence are a prerequisite for this course (active listening, curiosity, judgment free conversations, empathic leadership).
• Ability to build rapport in a new workplace relationship.
• Understanding and practical definitions of diversity, equity, inclusion, and belonging, unconscious bias, strategies for crafting psychological safety in the workplace, identity markers.
• Awareness of your existing biases
• Willingness to speak about the privileges of access you currently possess in various social settings.

Target audience

• My students are people managers who are committed to creating inclusive workplaces. If you struggle to balance how much to share with the people you support day to day with how much to “protect” the interests of your employer, this course is for you.
• Professionals with 2 or more years or people management experience
• Employee Resource Group (ERG) leaders, DEI task force members and advocates for social change
• Leaders who have been consistent in staying abreast of issues of inclusion and social change, but struggle to turn that into conversations that create trust in the workplace.
• Middle managers who are looking for tools to show up more authentically in conversations about how and why decisions are made across their organization.