Why is it that in traditional diversity training, many people still feel left out? How about a new approach to diversity based on entertaining new ideas from different perspectives? How innovative would that be?
USA Today wrote about Steve Robbins, “If you’re interested in more information on how you or your company can become more aware of your subtle biases and how to change them, consider Robbins’ work.”
The Learning Objectives:
1. Examine how nice, well-meaning people engage in unintentional intolerance.
2. Recognize and understand how closed-mindedness and exclusion take place, and how to become more open-minded to new people and novel ideas.
3. Discover how everyday experiences shape our perspectives and influence our interpretations of the people and world around us.
If we can begin to understand it from that type of framework we can easily see how developing open-minded individuals and organizational cultures is the first stage of the “diversity journey” and how the work of “diversity and inclusion” can positively impact:
1. Creativity and innovation;
2. Employee engagement and enthusiasm;
3. Continuous learning and improvement.
The unique manner in which Dr. Robbins approaches issues of diversity and inclusion, along with his engaging and motivational style are just a few of the powerful reasons why organizations call on him.