Gage Paslay

HR Manager

Why are you attending this training?

-Diversity and Inclusion is important in the workplace because it increases business

and financial gains as well as creates a more enjoyable and safe space work
environment for all employees.
-Create a safe, accepting, and successful
work environment for all.
-Increase awareness of global issues.
-Strengthen cultural consciousness.
-Strengthen intercultural awareness.
-Encourage critical thinking.
-Prevent prejudice and discrimination.
By the end of this training course,
participants should have the
knowledge and tools to create an
environment that is inclusive to all
workers. This includes having the
tools to change unhealthy behaviors
and identify ways to increase
diversity and inclusion at work and in
personal lives.
Diversity definition:
-Diversity refers to who’s at
work: who is recruited, hired,
and promoted by a company. In
other words, diversity is the
representation of a range of
traits and experiences in a
company’s workforce. These
characteristics include gender,
race, physical ability, religion,
age, and socioeconomic status,
among others.
Inclusion definition:
-Inclusion refers to how people
feel at work. A company’s
workforce may be diverse, but if
employees do not feel safe,
welcomed, and valued, that
company isn’t inclusive and will
not perform to its highest
potential. Point blank, inclusion is
the degree to which employees
feel valued, respected, accepted
and encouraged to fully
participate in the organization.
 Diversity
Diversity is a fact. You can determine
diversity by collecting statistics.
Importance of these terms:
Diversity is important because it allows a
culture where all kinds of different
ideas, values, ways of thinking, and
lifestyles can be represented.
Diversifying these categories allows for
better productivity and faster results in
the workplace.
Inclusion
Inclusion is a culture. You can
achieve inclusion by choosing to
behave in an inclusive manner. This
behavior can be taught and can
fluctuate from person to person.
Inclusion is important because
diversity without inclusion is
discrimination. Having diversity can be
a really powerful tool but only if it is
in an inclusive environment.
-Create an environment where those of all ages, races, classes, ethnicities,
gender identities or expressions, sexual identities, abilities, sizes, nationalities,
cultures, faiths, and backgrounds can feel welcome and experience a sense of
belonging.
-Reward inclusive behaviors
Recognition
-Share positive feedback and reviews
from customers or partners.
-Highlight inclusive behaviors that lead
to a win.
-Give employees the ability to
recognize each other to capture day-
to-day wins.
-Ask managers to recognize key
accomplishments, especially those of
less-visible employees.
Promotion/ Financial
-Promoting employees that use
inclusive behavior creates Inclusive
leaders.
-Inclusive leaders set good examples
for the other employees.
-Most employees want to work towards
promotion. If it is a requirement of
employees to use inclusive behaviors
to be considered for promotion,
employees will work towards this as
part of their growth plan.
-Hire with diversity in mind.

Step 1: Evaluate your current hiring procedure.

-This will show you where you are missing diversity in your process. Do you have any
procedure in place to ensure diverse hiring?

Step 2: Pick one way to improve for your diversity hiring. Trying to much at once will not lead to
success.
-For example, increasing the percentage of qualified female employees in tech-related
roles by 10% within 6 months.

Step 3: Increase diversity by evaluating your candidate pool.

-Reword your job postings to include more diverse friendly language.
-Set up an employee referral program so your employees may refer more diverse
friends.

Step 4: Increase your diversity hiring in your candidate screening.

-Use techniques such as “Blind Hiring”.

Step 5: Evaluate if your efforts are working and adapt to these results.
-If you see positive results, keep doing what you are doing. If not, try to change your
hiring process to yield better results.
-Sponsor new initiatives or participate in professional meetings or
conferences to promote diversity and inclusion.

-Celebrate holidays and events for under represented

minorities such as Black History Month and Gay Pride
Month.

-Schedule team bonding exercises throughout the year.

-Hold an international foods potluck.

-Hold a Diversity and Inclusion happy hour to start open

conversations.

-Decorate the office space with inclusive posters.

-Training Sessions held often

-Hold frequent training sessions for current

employee refreshers or for new employees.

-Hold training sessions on more in depth topics

such as bias.

-Invite a guest speaker from the Diversity and

Inclusion Community.
More inclusive: Folks, people, you all, y’all,
teammates
Less inclusive: Guys (or women) when
referring to people overall
More inclusive: Women
Less inclusive: Girls (when referring to
adults)
More inclusive: Workforce, personnel,
workers, team
Less inclusive: Manpower, man hours
More inclusive: Chairperson, chair,
moderator, discussion leader
Less inclusive: Chairman, foreman
More inclusive: Spouses/partners
Less inclusive: Wives, husbands,
boyfriends, girlfriends
More inclusive: Parenting
Less inclusive: mothering, fathering
More inclusive: Typical
Less inclusive: Normal
(There’s bias inherent in using one group
as a standard against which others are
judged. Use of the word normal as a
comparison group can stigmatize people
who are different and imply they are
abnormal.)
More inclusive: Marginalized groups or
underrepresented groups
Less inclusive: Minorities
(Not all marginalized groups are
minorities, and a broader term is
generally inclusive of more than race and
gender)
1. Write on post-it notes what types of diverse backgrounds exist
in the world. (race, religion, education, sexual orientation,
age, etc). Put them on the white board.
2. Each team member choose a post-it with a background that is
different from your own.
3. Everyone write a few lines on the distinct challenges that they
believe the background group they’ve been paired with could
face.
4. Share and discuss with the team.
 Contact Information:

Gage Paslay
HR Manager
Gpaslay77@outlook.com