'23 Diversity Education Institute Sessions

VIRTUAL & IN-PERSON: We can no longer separate leadership from allyship; leadership requires that each of us become allies for each other. We cannot allow inequitable systems or workplace cultures which leave people behind. Each of us must learn to step up and step out for each other, regardless of our own identity. In this session, we will share strategies for allyship, discuss barriers which still hold people back, learn how to be a stronger upstander, and in the end of the session, we will empower each other to lead courageously in the DEI space. Learning Objectives: 1. Participants will better be able to identify barriers which still hold people back. 2. Participants will learn strategies for reacting to micro-aggressions as an upstander instead of a bystander. 3. Participants will be able to articulate how to be a more courageous ally for others.

IN-PERSON ONLY: Embrace the differences. Explore expectations, needs, and work ethic within differing personalities, backgrounds, life experiences, and ages. In this session, you'll be exposed to new perspectives and learn to understand how embracing different human traits can work to your team's benefit and strengthen your organization's services. Learning Objectives: 1. Participants will learn why a group of different opinions creates a stronger team. 2. Participants will be able to identify the make-up of a team with different personalities and backgrounds. 3. Participants will be able to explain the importance of embracing everyone's differences.

VIRTUAL & IN-PERSON: Have you ever rated your workplace on Equality and Inclusion as it relates to LGBTQ+ policies? Completing an EI audit is instrumental for agencies to identify where they can improve their policies in areas such as human resource management, recreational programming, communications/marketing, and facility operations to make the organization more inclusive. Come join LGBTQ+ Safe Zone Conversation facilitators Mary Liz Jayne and Drew Kambach as they discuss how to properly tie policy to procedure with an action plan that you can actually implement at your agency. Learning Objectives: 1. Participants will be able to rate the inclusivity of their agency's existing LGBTQ+ policies. 2. Participants will learn ways to adjust their existing policies to be more inclusive of the LGBTQ+ community. 3. Participants will create an action plan for improving their Equity and Inclusion rating.

IN-PERSON ONLY: Oftentimes when we talk about diversity, equity, and inclusion, we inadvertently exclude the veteran populations in our communities. These are the people who spent time away from their families and put their lives on the line so that we can do what we love everyday. Whether it be through programs such as Healthy Minds Healthy Bodies (HMHB), VETANK, VetRec, or other unique leadership opportunities, it is critical for agencies across Illinois to be intentional in creating spaces that are engaging, high-quality, and inclusive for veterans to help them adjust to life after serving in the United States military. Led by Donna L. Allen-Rielage, Founder and CEO of AllenForce, this session will discuss ways to create veteran-friendly facilities; it's the least we can do because as Donna states, “No words are powerful enough to ever say thank you to the men and women and their families who have served and sacrificed for our freedoms.” Learning Objectives: 1. Participants will be able to identify tips to help create facilities that are inclusive safe spaces for Veterans to enjoy recreational opportunities. 2. Participants will be able to explain the importance of creating Veteran-friendly facilities for an inclusive community. 3. Participants will be able to list resources available to support an agency in providing programs and services for Veterans.

VIRTUAL & IN-PERSON: Cultural competence is defined as a set of values, behaviors or practices within a system or organization which enables individuals to work effectively cross culturally. It honors the beliefs, interpersonal styles and behaviors of the clients and those staff who are providing the service incorporating those values at the level of policy, administration, and practice. In short, the ability to practice effective communication in intercultural situations. Cultural competency skills can help your organization be more efficient and effective as well as elevate customer service skills, allowing your staff and clientele to know their importance to your organization. Learning Objectives: 1. Participants will be able to understand key components of cultural competency. 2. Participants will be able to explain how cultural competency ultimately results in better customer service. 3. Participants will be able to implement tools to develop and nurture their own cultural competency.

IN-PERSON ONLY: Many organizations have made good progress in improving the diversity of their workforce in recent years. BUT could understanding and embracing intersectionality help them improve the experience of all employees? Diversity is not a singular characteristic. Many still consider their diversity efforts by addressing distinct, singular characteristics like gender, race, ethnicity, sexuality, and disability. The reality is that many of the characteristics overlap and intersect with each other. Intersectionality is the overlapping and intersection of such identities and recognizing the differences both between and within them, as well as the overall effect this can have on individual’s experiences. Learning Objectives: 1. Participants will be able to understand the concept of intersectionality and it's importance when addressing diversity, equity, and inclusion. 2. Participants will be able to identify the key components of intersectionality and identify their OWN intersectionality. 3. Participants will be able to identify six ways an organization can address intersectionality at the workplace.

VIRTUAL & IN-PERSON: According to Patrick Lencioni, fear of conflict is one of the five dysfunctions of teams. If we want functional teams, we have to learn how to face and resolve conflict in productive vs. destructive ways. Presented by Dr. Linda Henderson-Smith, this informative session will provide definition and steps to resolving conflict in productive ways to ensure our teams are safe places for staff to belong and thrive. Learning Objectives: 1. Participants will be able to define productive conflict 2. Participants will be able to describe how trusting teams interact with effectiveness 3. Participants will be able to explain steps to resolving conflict productively