All-Employee Team Building Conference for the Washington State Department of
Social and Health Services (Region 2) at Three Riveres Conference Center in
Kennewick, Washington.
Introduction
The Costs of Bias and Discrimination
Research by economists, think tanks, gurus, and and government agencies find that the American economy loses an estimated $400 billion per year due to bias and discrimination.
Former Assistant Secretary of Commerce Andrew Brimmer, estimates that in 1991 alone, “racial bias deprived the American economy of about $215 billion, roughly 3.8% of gross domestic product (GDP).” Yet, despite the Equal Pay Act of 1963, the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, and the Americans with Disabilities Act of 1990, the costs of discrimination continue to rise. The most progressive legislation in the world has failed to stop thoughtless, insensitive, hurtful, and illegal behaviors.
How We Work
In order to create meaningful learning, our training is presented in a way that appeals to adult interests, using highly interactive techniques that are informative, adaptable to many work environments, as judgment-free as possible, and enjoyable. Our approach to learning begins with information (data) that determines what learners want, need, and expect --plus specific, measurable outcomes determined in partnership with the client.
While the bulk of our work often focuses directly on cultural competencies, other topics are developed in a way that integrates recognition of differing styles and cultures based
on individual backgrounds, race, gender, age, and other differences and personal values.
What Makes Us Different
Our training focuses on helping learners gain a clearer sense of their own strengths -- and limitations.
We believe the ways each person sees the world around himself or herself is a result of their own circumstances. Throughout our sessions, participants are encouraged to ask themselves, "To what extent does my own background, my own upbringing, my own education and experiences, my own core values, and my own age, race, gender, religion, or other differences, affect the way I make assumptions about, and judge, others?" This approach allows a clearer view of what each person is able to do and change independently, rather than expecting others to please us.
Assessment
As deemed appropriate by the client organization, objective data (Assessment), helps an organization determine the difference between “What IS” (the present) and “What is POSSIBLE” (the future). Assessment data help organizations develop more positive work practices and craft more inclusive organizational policies.
Assessment Options
• Focus Groups• One-on-One Interviews
• Online Survey (Confidential and Anonymous)
• Document Review (policies, lawsuits, grievances, employee statements...)
Pre-training assessment data help to design instructional programs that are designed to build knowledge and skills. Client feedback shows results that help employees and managers understand what to say and what to do at times when cultural conflicts create tension and affect working relationships. Training sessions are based on clear organizational goals and precise learning objectives, including highly interactive, meaningful exercises, and practice sessions.
Objectives/Outcomes
Clients are encouraged to create Learning Objectives (what the participant gains from training, e.g. awareness, skills, words or actions to avoid, etc.) and Organizational Objectives (what the organization gains, e.g.higher productivity, increased employee morale, enhanced profitability, etc.). Training programs are evaluated against stated objectives. Objectives are strongest when they are specific, achievable, and measurable. These objectives are often articulated as Anticipated Outcomes.
Delivery
Our work recognizes that individuals respond to cultural conflict differently, according to their own values, strengths, and limits. We help learners determine their own strengths - and their own limitations. We believe few people strive to hurt others intentionally. Yet, people are often subjected to harsh and unexpected discriminatory behaviors at work. Coping with the stresses of work and personal conflict are designed into the curriculum.
Evaluation
Each session is evaluated to measure impact and growth. Participants rate each training module on a four-point Likert Scale. Clients may opt to use a standardized evaluation form or develop their own evaluation methodologies.
Pre-test/Post-Test
Based on client flexibility, budget constraints, and other internal variables, one option to measure the results of long-term training programs and interventions involves a comparison of data gained at the outset of a project, (before the project begins), and then again six-months to one year after the program is ended. Using the same or slightly altered questions, the earlier data serves as a Pre-Test while the final data serves as a Post-Test.
Scientific Scrutiny
Depending on a variety of variables including, for example, client choice, the type of training, duration of a specific project, or the sensitivity of anticipated results, we have the option to conduct assessment and evaluation data using a variety of scientific methodologies that are confidential, statistically valid and subject to internal approval.