Diversity Training - Dialog brochure

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Description of our Diversity management and training signature program DIALOG. Our diversity training DIALOG is between gender, ages, cultures, religions, disabilities, diverse teams to increase employee engagement and create positive working environment

www.saharconsulting.com

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Diversity Training - Dialog brochure

  1. 1. D.I.A.L.O.G™ PROGRAMSDiversity& Inclusion in Active Leadership for Organizational Growth Exchanging Ideas Through Conversation Sahar Consulting, LLC www.saharconsulting.com
  2. 2. The idea of our signatureproduct D.I.A.L.O.G.™originated from our strongbelief that exchangingideas throughconversations is the way tobuild bridges betweengaps to enable people toreach anunderstanding, sensitivitylevel and appreciation ofeach other no matter howdifferent or similar they are.
  3. 3. Diversity Dimensions Secondary Digital Competence Language Communication Styles Primary Religion Age Gender IncomeEducation Sexual Ethnic Military Orientation Heritage ExperienceParental Status Work Race Size Experience Marital Status Mental Physical Geographic Abilitie Abilitie s s Location Work Styles Appearance Occupations VALUES 3
  4. 4. Objective Creating an opportunity for each DIA= Logos= participant to examine theirThrough Words preconceptions, prejudices and the characteristic patterns that lie behind their thoughts, opinions, beliefs and feelings to generate a process encouraging self-reflective conversation and inquiry that bring to the surface tension created by difference; clarify and address issues of potential conflict and challenge them to rethink their hidden bias and prejudice through sharing of feelings, emotions, thoughts and experiences considering alternative perspectives.
  5. 5. HOW CAN WE HELP YOUR ORGANIZATION Create a culture of appreciation for diversity, inclusion and cross-cultures Develop an effective communication strategy Make better decisions without bias or prejudice Be aware of self bias and prejudice Develop great future diverse leaders, and nurture a cross-cultural leadership environment Make diversity initiatives work for your organization pushing the envelope on cross-cultural skills and issues Make your organization an employer of choice, that can easily recruit and retain diverse talents
  6. 6.  Identify negative behaviors as: Stereotypes, any “ISMs” and correct them Increase employees engagement and performance to their maximum capacity Create a culture of Trust, Respect Align organization’s goals, mission and vision with those of the employees to secure buy-ins& engagement. Decrease conflicts and anxiety Enhance your management-employee relationship, as well as between employees Create a safe environment where differences are welcome, valued and integrated Create an action plan for both leadership& employees effectiveness
  7. 7. DIALOGUE ENTAILS VIRTUES AS:  Concern  Trust  Respect  Appreciation  Affection  Hope
  8. 8. OBSTACLES TO DIALOGUEThere are many common obstacles that preventdialogue from emerging. Removing sources offear, suspending the exercise ofpower, eliminating external influences, removingdistractions, and providing excellentcommunication conditions can all promotedialogue Fear External Constraints Distractions Poor Communication
  9. 9. D.I.A.L.O.G.™ PROGRAMS D.I.A.L.O.G.™ between Cultures D.I.A.L.O.G.™ between Genders D.I.A.L.O.G.™ between Religions D.I.A.L.O.G.™ between different Sex orientations D.I.A.L.O.G.™ between Generations D.I.A.L.O.G.™ between different personalities D.I.A.L.O.G.™ between Diverse teams D.I.A.L.O.G.™ between Abilities& Disabilities
  10. 10. D.I.A.L.O.G.™ BETWEEN CULTURESCulture is the lens we view the Worldthrough, it controlsactions, values, beliefs, attitudes andbehaviors. Dialogue is a way ofobserving how hidden values andintentions can control ourbehavior, and how unnoticed culturaldifferences can clash without ourrealizing what is occurring. Throughdialogue increasedharmony, fellowship and creativity canarise. Dialogue can be used to opencommunication, break downstereotypes and facilitate moreproductive relationships.
  11. 11. D.I.A.L.O.G.™ BETWEEN GENDERSWomen executives are on the risein the corporate world.Men and Women think, speak anddecide differently.Dialogue is how you communicate across difference, andmisunderstandings in a way that isboth respectful and effective.Dialogue builds mutual trust and respect, by breaking down gender stereotypes and improve communications between men and women at work
  12. 12. D.I.A.L.O.G.™ BETWEEN GENERATIONSThe key to Dialogue betweenolder, younger and generations inbetween is to promote mutualunderstanding, tolerance andappreciation of the different cultures ofall the generations at play.Dialogue can uncover how differentpersonal and world views of differentgenerations can lead tomisunderstandings and distrust, helpsovercome age barriers, developsfurther intellectual life for the benefit ofthe organization, and build moreproductive workplace relationships.
  13. 13. D.I.A.L.O.G.™ BETWEEN RELIGIONSClaims to exclusive truth andabsoluteness threaten to damage oreven wreck the dialogue of religions.Respect and tolerance with regard toother religions is a fundamentalprerequisite for interreligious dialogueand co-operation.The dialogue will focus on humaninteraction and peaceful behavior thatwill create at least an understandingand respect of differenttheories, behaviors and beliefs whileasserting their own
  14. 14. D.I.A.L.O.G.™: SEXUAL ORIENTATIONAchieving understanding of a differentsexual orientation or gender identity isa challenge of knowledge, experience,and empathy as they are not alwaysobvious. , Sexual orientation is at thecore of the very personal of feelingsand behaviors.Dialogue will let us re-examine ourattitudes, ask questions, seekknowledge, and reflect on ourperceptions, and beliefs. The bridge iscrossed from opinion, to knowledge, tounderstanding
  15. 15. D.I.A.L.O.G.™ BETWEEN ABILITIES& DISABILITIESA disable person as defined by the“ADA” is someone who has aphysical or mental impairment, orhas a record of such impairment oris regarded as having such animpairment, that substantially limitsthat person in one or more lifeactivities.Dialogue will reach beyond theprotective laws to discover thethoughts, feelings, perceptions of adisable individual; it will helpunderstand these individuals’ uniquequalities and assets, variedexperiences that can enhance acompany’s culture.
  16. 16. TO CREATE A MORE POSITIVE WORK ENVIRONMENT WHERE YOUR EMPLOYEES ARE ENGAGED CONTACT US @ SAHAR CONSULTING, LLC. FOR A QUOTE OR THE REST OF OUR TRAINING PROGRAMS, CALL US AT: (818) 861 9434 OR EMAIL US AT: INFO@SAHARCONSLTING.COM WWW.SAHARCONSULTING.COM

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