Course Description
How can an organization ensure that they are developing an anti-racist culture? Dialogues about race are very personal, but if we genuinely want to make systemic changes, we have to acknowledge the emotional component of developing an anti-racist workplace. Practices, such as recruiting for diversity, establishing rules of engagement for all team members, and a commitment to allyship with minority team members, are all tools that can be used in the development of an anti-racist workplace.
In these lessons, we’ll look at strategies an organization can use during recruitment to make sure that hiring practices are equitable among candidates of all backgrounds. We’ll also explore how to develop rules of engagement that provide a framework for collaboration, communication, and interactions amongst all team members, and what to do when experiencing resistance. Finally, we’ll discuss what it means to be an authentic ally and how to foster a workplace community that is consciously committed to being actively and vocally anti-racist.
Learning Objectives:
- Recognize how structural racism can be addressed through practices, such as diversity recruitment and established rules and standards
- Understand what it means to be an authentic ally to members of minority groups
- How to avoid pitfalls such as virtue signaling
Skills You Will Learn
- Diversity Awareness
- Diversity Equity And Inclusion Initiatives
- Diversity Management
- Diversity Strategies
- Diversity Training
- Workplace Diversity
What You'll Learn
- Recruit for diversity using strategies that make hiring practices equitable among candidates of all backgrounds
- Develop team rules of engagement that frame collaboration, communication, and interactions among all team members
- Recognize how structural racism can be addressed through practices such as diversity recruitment and established rules and standards
- Understand what it means to be an authentic ally to members of minority groups
- Avoid pitfalls such as virtue signaling and respond to resistance
Key Takeaways
- Building an anti-racist workplace requires acknowledging the emotional, personal component of dialogues about race in order to make systemic change.
- Recruiting for diversity, establishing rules of engagement for all team members, and committing to allyship with minority team members are tools for developing an anti-racist workplace.
- Equitable recruitment strategies help ensure hiring practices are fair among candidates of all backgrounds.
- Rules of engagement provide a framework for collaboration, communication, and interactions among all team members, including how to handle resistance.
- Authentic allyship means fostering a workplace community consciously committed to being actively and vocally anti-racist while avoiding pitfalls like virtue signaling.
Frequently Asked Questions
What does this course cover?
The course covers strategies for developing an anti-racist culture, including recruiting for diversity, establishing team rules of engagement, and practicing authentic allyship with minority team members.
What topics are taught in the lessons?
The lessons cover Recruiting for Diversity, Team Rules of Engagement, and Allyship and Authenticity.
What skills will I gain from this course?
The course builds skills in Diversity Awareness, Diversity Equity and Inclusion Initiatives, Diversity Management, Diversity Strategies, Diversity Training, and Workplace Diversity.
What does it mean to be an authentic ally according to this course?
Being an authentic ally means committing to allyship with minority team members and fostering a workplace community that is consciously committed to being actively and vocally anti-racist, while avoiding pitfalls such as virtue signaling.
How does the course suggest addressing structural racism?
It explains how structural racism can be addressed through practices such as diversity recruitment and established rules and standards.
