About this event
Cultural Competency Leadership
“It’s time for our CEOs and boards to exercise leadership by translating good intentions into concrete results. Addressing diversity and inclusion cannot wait until the economy fully recovers, until the budget is balanced, or until
all of the other issues that are traditionally prioritized above an organization’s ‘people focus’ have been addressed.” – Michael Watson, Girl Scouts of USA.
At the end of this Leadership Series training each participant will have gained knowledge of key consideration for workforce inclusion though:
•Examining how external and internal factors affect you, your coworkers, and your clients.
•Identifying perception of Diversity, Inclusion, and Cultural.
•Recognizing that cultural competency is a lifelong process.
•Discussing the impact of Diversity, Equity and Inclusion, and Cultural Competency in relation to your organization and clients.
Diversity means accepting, understanding and valuing differences among individuals. Having a diverse workplace gives your organization ideas and innovations from a variety of backgrounds and cultures. Developing a diversity strategic plan for the workplace helps your organization,
employees, and board members operate in a global marketplace.
Creating a diverse and inclusive environment cannot be merely delegated to human resources or a chief diversity officer. Personal commitment followed by action – particularly from the highest leadership level – is the only way to
make progress in advancing more people of color to senior and executive roles. We cannot treat diversity as something to “work towards” gradually, believing that a diverse workplace will happen organically. Time is running
out. When the economy recovers, we will again be competing with organizations that offer more money, better perks, more resources, and, in many cases, concrete evidence that they value diversity.