Sensitivity Training

Do your employees need some help?

Women in the workplace, cultural differences, racism, hetero-sexism and new immigrants can be difficult issues for staff to deal with and understand. When we have not grow up with or even had to think about these issues we often make mistakes when we experience diversity in the workplace.

We can only improve.
There is nowhere but up from here. When are we ready to change? When we are no longer able to achieve our goals. When working with difficult or challenging individuals we help them transform their old behaviors, mindsets and attitudes by facilitating their discovery of new and enriching goals.

Are You..."In Trouble?".

General Course Description:
Your topics, areas of concern will drive the direction of your course.

To avoid low morale, the development of under performers and the cost of litigation for harassment or hostile environment claims, many organizations turn to our sensitivity trainings as a stop gap measure.

We can monitor the progress of our participants to guarantee that they are getting the message. These sessions are for employees that have found themselves in hot water for joke, a comment or a disrespectful attitude.

Organizations that are successful have highly trained professionals. These organizations understand the critical importance that valuing and demonstrating diversity inclusion and cultural competence I'd in a increasingly diverse world of work with changing workforce. When employees, or managers who don't understand others beliefs, backgrounds, lifestyles, and that lack of knowledge is getting them in "trouble" it is clearly time our sensitivity training course.

This course will provide you with:

·    The foundations of Cultural Competence

·    Cultural awareness, knowledge, attitude awareness and practical skills

· Increase awareness to cultural sensitivity, gender sensitivity and cross cultural conflict

· Exposure to the challenges of gender differences in the workplace

· Improving communication in working with Different generations.

· How engage and respectfully work with members of the LGBT community

·    Tools to increase effective positive relationships and building towards common goals

· Practice the promotion of respect as method to increase professional effectiveness.

·    Skills to mitigate cross cultural conflicts and strategies to help motivate towards the organizations mission.

When your organization is growing and expanding your staff is becoming more diverse, these training courses will offer the insight you need to become effective with diversity and inclusion and to be come culturally competent. You'll have access to the knowledge, understanding, and skills you need, then have multiple activities, journals and examinations to practice what you've learned.

* Instantly download, print, and email your CEU Certificate. In addition, we have a number of wonderful learning tools including our portfolio service online manages participants course completions and CEUs certificates.

Disciplinary Action.

Often as we are learning about diversity issues there may be employees that need more attention and individualized lessons. We offer one on one training and coaching. Our work allows individuals the chance to assess their personal values, organizational values and create action plans for personal and professional growth. These sessions are about 3 hours, via Skype, Online Learning and Online assessments.

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Need an Action Planning Tool?

This tool will provide Human Resources Professionals, Mangers and employees a baseline on which they can build better personal development strategies for personalized diversity and inclusion plans. Our tools is designed to examine four areas of growth: Knowledge of Diversity Concepts, Interrelation Skills in working with diverse groups, Acceptance level to diverse groups and Attitude when working in divers teams and workplaces.

Diversity & Inclusion Articles by Simma Lieberman

When I observe people from one group wanting to be "sensitive" to someone from another group I see them not really treating the other person as a "peer" but rather being "charitable". The Meta message is that in this relationship I am superior to you, you are like a child to me, and I have to understand that you are not as smart, or can't speak for yourself. Further, if you make a mistake, or don't understand, it is because being from your group you are not expected to do well so I have to be "sensitive" to you and say it's ok. I think of you as being part of a "special" group and not as a colleague. I also hear from the people who want to be 'sensitive" that people from other groups can't think for themselves so we must "interpret" for them. There is no accountability because we are being "sensitive" to those "poor children who are incapable'. It also says to me that the "sensitive' people not only are patronizing people from another group, but they think poorly of themselves and have a need to feel better than someone who is different. Now if I think that way, it means that I really don't want to see you succeed because what if you become more successful than me? I would no longer feel better about myself and I would have to look at my own accountability for my professional and personal life.

It's also insensitive because I'm not treating you as a full human being. In many cases like this, I've seen the "sensitive" person get angry and silently outraged at their sensitivity object for daring to be more successful or not living up to the stereotype of needing the 'sensitive" persons help. It's an insult to the intelligence and humanity of "sensitivity targets". It becomes "you have to understand that they (whoever the they is) are not capable, can't understand and shouldn't be expected to understand.

Seven Ways to be an Outstanding Diversity and Inclusion Advocate
1. Attend events, educational programs and discussion groups at work and/or outside of work that address issues of workplace inclusion.
2. Create opportunities for people from different demographic groups in your workplace to work together on projects.
3. Take some time to imagine what it would be like to be to hide who you are, and constantly have to avoid the use of pronouns when you talk about your partner, or just what you did over the weekend.
4. If you hear an employee, colleague or friend making offensive jokes or comments about people from based on demographics, stop them immediately, and let them know you don’t want to hear it, and tell them why.
5. Don’t assume that because someone from a targeted group doesn’t speak up, or make a complaint, that they think it’s ok. That’s why people need allies, because it can be daunting and even dangerous to be the member of a targeted group, and feel like no one else cares.
6. Identify the unwritten rules, and cultural norms in your organization, that anyone who wants to be successful needs to know. Develop a process by which all employees learn those unwritten rules. Too often, the people who are included the fastest are those that are similar in some way to people in leadership. Other employees have to spend more energy trying to understand the unwritten rules for success, which zaps performance and innovation energy

7. Mentor, or create a mentorship program for new hires, to help integrate everyone, not just the ones who are like you, into your organization. Help new hires gain the knowledge, skills and experience they need to be successful. .

Personal Growth.

How do I find my blind spots, I look for them. It is not our fault what we learned or did not learn about others growing up. Our parents given the tools they had available to them did the best they could with what they had. They were able to share their version and perspectives of the world that often had bias and jaded paradigms. When we get older it becomes our responsibility to search for the truth and expand on everything given to us. These sessions are designed to create more cultural competence on a number of issues.

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Sensitivity Training/Coaching

3 Hours Sensitivity Training/Coaching
How do I find my blind spots? I look for them. It is not our fault what we learned or did not learn about others growing up. Our parents given the tools they had available to them did the best they could with what they had. They were able to share their version and perspectives of the world that often had bias and jaded paradigms.

This session will include:
Sample: Course Syllabus
Course Link: Sensitivity Training 102
Sample Assessment

As we get older, it becomes our responsibility to search for the truth and expand on everything given to us. These sessions are designed to create more cultural competence on a number of issues.

When the student is ready...

There are only 3 reasons to call on us:

Back Breaking work.

We have to break the back of Racism, Sexism and Oppression. The only way we can do this is with Love and Understanding. Blame, Fault and Guilt never move people in a positive direction as a matter fact it actually creates faster, stronger and more effective haters of equity and justice.

Andre guides these conversations with humility, honesty and humor. Our purpose is to reconnect people to the Dignity and Honor in Being Human.

Request a Training Session.

To serve you and your organization best, please complete the form. This will allow us to plan and create a program that meets your needs and leads your staff towards your organization’s diversity and cross-cultural competency goals. online sensitivity training sensitivity training classes sensitivity training activities sensitivity training video cultural sensitivity training.

We Love Bigots, Racist, and Homophobic People
We know that people are not born hating others. We have been taught to hate. This provides us with an opportunity to re-educate those that have been miseducated. People truly can learn, change and grow. This process takes time, energy, and humbleness to see their point of view to help them create new and better behaviors.

Andre Koen: Minnesota Human Resources Training, Cultural Sensitivity, Cultural Competence, Diversity And Inclusion Trainers.

Our approach is simple: We help Government and Educational organizations manage and train staff, employees, and clients on diversity issues without blame, fault or guilt.

We understand that people are doing the best they can with what they have. Yet we encourage them to examine themselves, explore other cultures, and become allies for others.

We work to move people's behaviors not by pushing them or making them feel guilty. We dissect, analyze, and making meaning of the issues that challenge us in a fair, balanced way that people can hear and understand. We motivate individuals to create something collaboratively.