PSHRMMUB1302 - Mitigating Unconscious Bias: While Navigating through Diversity and Inclusion
Unconscious bias, those unsupported judgments in favor of or against one thing, person, or group, prevents organizations from realizing the full potential of their workforce and achieving the greatest possible performance. This highly interactive course will leverage the experiences and knowledge of participants to increase awareness and understanding of unconscious bias; explore the evolution of diversity and inclusion in the workplace; identify barriers and potential solutions; and examine the latest research, theories and practices to propel individuals and organizations to a more inclusive and productive workplace.
Course Details
• A thorough understanding of unconscious bias
• A foundational knowledge of the evolution of Diversity and Inclusion Management
• A framework for self-examination and tools for mitigating personal unconscious biases
• A toolkit for identifying organizational unconscious bias including strategies and potential solutions
HR professionals at all levels are the heartbeat of any organization. That means that we have to approach each issue and each situation with an objective lens. Through mitigating unconscious training, participants will have the opportunity to assess their unique personality and what influences impact how we support, collaborate, and help govern an organization, department, and team.
The HR professional will have to answer questions: Do you care and if so, how much and why?
The origins of this class will revisit diversity, affirmative action and reverse discrimination.
The HR professional unconscious bias vs decision-making.
What tools should be in the HR backpack?
The terms:
- An affirmative action hire to now you are here because of diversity
- Racism is upheld.
- Diversity is no excuse for racism
A snap shot of Case studies that will be evaluated included but not limited to:
Wygant v Jackson Board of Education, 106 S.Ct. 1842 (1986). AA is remedial and often imposed on an organizational involuntary. Diversity is voluntary and deliberate meant to provide specifics tangible business benefits and can result in change in the racial and gender composition of the workforce merely as a by product of the process.
United Steel Workers of America v Weber, 99 S.Ct 2721 (1979).
Shuford v Alabama State Board of Education, 897 F. Supp. 1553 (1995). The crucial distinction between diversity and affirmative action is between expanding the applicant pool and actually selecting from the pool.
Duvall v. Novant Health Inc., CIVIL ACTION NO. 3:19-CV-00624-DSC (W.D.N.C. Nov. 9, 2020) A white senior hospital executive lost his job in a push to diversify its leadership team has won a 10 million lawsuit, with federal jury agreeing that his employers firs him based on his race.
- The case for and against diversity
- The impact of workplace microaggressions
Inclusion will cover Session 4 and the case laws for inclusion include:
- Recent Gender pronoun lawsuits:
- Meriwether v Shawnee State University
- Brennan v Deluxe Corporation
- Lyles v Nike
Topics:
- What is Neurodiversity
- According to Julia Minson and Francesca Gina (Harvard Business Review, April 2022) The workforce is more polarized now than ever before. What is HR going to do about it?
Speakers:
Randy Hopkins, https://www.linkedin.com/in/randyhopkins/
Will provide insight on the performance behavior assessment that the participants will be allowed to take at the end of session I. the results of Personal Inventory Strength will be presented in session II . Each participant will be able to see their intuitive performance behavior.
• Anyone seeking a better understanding of diversity and inclusion.
• Employees who have DE&I responsibilities as part of their job description
• Individuals who want to expand their HR knowledge
• HR professionals who need recertification credits. Eligible for 10 PDCs.
The cost of attendance (COA) is $705. Financial assistance information can be found on Rice Financial Aid's Visiting and Continuing Education Students page.
Registrations are considered final as of 10 working days before class starts. No refunds will be issued after these dates and credits will not be given for future classes. No refunds will be granted for participants who miss a portion of a program. Refund requests before the deadline are subject to a 10% processing fee and must be made in writing to gscs@rice.edu. If books have been issued, the cost of the books and any shipping fees will be deducted. Refunds for credit card payments will be processed as credits to the accounts from which they were paid and may not appear as a credit until the following statement. Refunds for enrollments paid by check take up to four weeks to be processed and mailed by the Rice University accounting office. There is a $30 charge for any check returned for insufficient funds.