Our Work

Sample of a Training Presentation

Organizational Diversity and Cultural Competence Training
This training will incorporate the following four phases over two days:

First, there will be an initial workshop that examines issues of diversity by reviewing terminology and diversity language. This phase is structured to encourage and maximize the involvement of all participants. The purpose of this phase is to make sure that all participants are using the same definitions when discussing diversity, and to reduce concern or fear among participants about understanding, interpreting, and using the relevant terminology. A secondary purpose is to ensure that participants will communicate their thoughts and feelings honestly, rather than tailoring their responses to what they think the facilitator wants to hear. This process will ensure that all members of the training session and the facilitator have the same understanding of the goals and objectives of the training.

Second, there are a set of exercises that the participants will be asked to complete. Some of the tasks will require working in small groups, and others will ask the participants to work independently. The exercises are designed to help participants to identify correlations between the information that is shared and the respondents’ perceptions of the importance of particular issues.

Third, short, engaging videos will be incorporated into the training sessions to reinforce and support the topics being discussed. After the videos, an interactive discussion will follow where participants will be asked to share their perceptions of the videos’ contents.  The videos provide new methodologies and ideas for supporting the learning experience and delivering more effective training.

Fourth, individual assessments will be conducted to increase the self-awareness of the participants’ own heritage, ethnicity, culture, and ways of thinking. The self-assessment will direct participants to list facts about themselves and to communicate the value of diversity and cultural competence as a strength and as a weakness. The individual assessment will offer some insight into the participants’ perspectives and illuminate what they envision as their roles in overcoming diversity obstacles and achieving equity and quality education.

In summary, the diversity training sessions will explore the dimensions of diversity and organizational culture. Participants will have the ability, in a safe environment, to discuss valuing and understanding cultural differences. This successful training model allows participants to express their perspectives and world views in a format that employs a hands-on approach to understanding, respecting, and gaining an appreciation for their own unique culture and the cultures of other groups.

At the end of the training sessions on diversity and cultural competence, participants will possess the following tools:

  • An understanding of diversity and cultural competence in all of their dimensions.
  • Increased understanding of interracial and ethnic group differences.
  • An overview of the discrepancies that exist between reality and the deception of achieving a harmonious existence between people of different cultures by resisting the tensions that naturally occur among diverse groups.
  • Understanding that stereotypes are emotionally charged, exaggerated attitudes that generalize a particular group of people. 

The goal of these training sessions is to reinforce the notion that as members of a free society, we must confront issues like discrimination, whether as a result of ethnicity, sexual selection, disability, gender, language or age.