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Belonging has most recently surfaced as a key pillar in a holistic approach to diversity and inclusion in the workplace. Belonging includes nurturing a sense of security so that every employee feels that they are an accepted, supported, and valued member of the team.
While the...
Belonging has most recently surfaced as a key pillar in a holistic approach to diversity and inclusion in the workplace. Belonging includes nurturing a sense of security so that every employee feels that they are an accepted, supported, and valued member of the team.
While the diversity, equity, and inclusion focus on quantifiable concepts such as demographics and initiatives, belonging centers around an employee’s emotional and psychological experience. Global DEIB Strategist and Trainer Gabby Fricke will be joining us to talk about belonging in the workplace and why it's essential for a well-rounded DEIB strategy.
Tune in to learn:
What are some ways we can use data to implement and measure DEI initiatives and their results, to show employees that the organization is dedicated?
No specific question, looking for new ideas to take our DEIB efforts to the next level. Thanks.
None at this time as the objectives for this training is what I want to learn more about, especially related to strategy development. Thank you, Robbin
What are the best ways to implement diversity strategies into hiring / recruiting plans?
I am interested in paid training inter jobs and work at home data entry. Does your website have any of theses kinds of jobs.
As a team member how can I help others in my team feel they belong? Would it be appropriate for us gather outside of work hours? What can I do during work hours?
No question yet. Here to learn.
Excited to learn more!
Has your view of DEIB changed since you began this critical work?
Trying to learn more about individuals, their differences and their common ground and how we work differently based on education, experiences, background, travels, geographic location of origin,...
No - here to learn more :-)
No questions at this point.
How do you know when an D&I program is working well?
What are good ways to respond to why there is still the need for ERGs if the workplace is already so open and accommodating?
Why is this topic so difficult for corporate america to embrace and understand?
What are the steps I should take if I would like to become DEIB certified?
How does one navigate leadership roles or job searches as a new parent?
What role does empathy or compassion have in promoting equity?
How do you share with people that DIEB aren't a list of things to do or not do, say or not say - but more learning new ways of being and showing up?
What are steps I should take if I would like to become DEIB certified so that I can train staff at my organization on DEIB?
What training is there for people to facilitate these conversations?
How to overcome the ingroup bias during job Interviews?
What are some tips to reduce unconscious bias during the hiring process?
What are some best practices for promoting equity in the workplace.
I find that inclusive language is a pervasive issue, and I am working on techniques to not be preachy about it. Is love to hear feedback on that.
What is this Webinar about and how can it help me?
how do you get to move out of your comfort zone and explore other opportunities as a single mum
I still don't understand what this program is about but will love to learn more.
Would love to learn more
How do you promote equity to those who are resistant
Equity work usually is about dismantling systems. Can you provide some examples of how this work is done in the workplace?
Do you think salary transparency helps with equity?
What role can an individual contributor play in promoting equity?
How to advocate for workplace equity for yourself and others like you?
Is there a specific question you have for the speaker? Let us know!