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所在平台: Udemy |
课程主页: https://www.udemy.com/course/managing-diverse-teams-building-equity-into-sops/
课程评论：没有评论
课程名称：管理多元团队：在标准操作程序中建立公平 课程概述：变革的过程缓慢且艰难。随着COVID-19大流行的到来，全球职场意识到我们比以往任何时候都更加紧密相连。我们不仅意识到共同呼吸同一空气，更重要的是，能够更好地理解我们日常生活中存在的一些系统性不平等。人力资源部门和学习团队快速提供无意识偏见培训，但许多人仍在想：“行动何时开始？”“何时才能感受到变化？”“我们的系统何时才能与DEI宣言、愿景声明和承诺相一致，而这些在市场宣传和内部沟通中都得到了体现？”在本课程中，人员领导者、经理和DEI倡导者将获得必要的工具和框架，以便做出反映公平与包容文化的日常决策。公司的目标与员工的利益并不必然对立。您可以创造透明性，同时维护组织利益。这项工作需要逐步审查现有过程。如果您渴望超越单纯的思想变化，本课程将适合您。跟随我们探索心理安全的基本原则、培养检查偏见文化的方法以及从创伤知情的角度接近职场的策略。这项工作始于思考，但必须通过言语和行动继续，推进政策和程序的转变。 通过本课程，您将学习如何在行动中培养自己作为积极倡导者和真正变革推动者的角色，具体内容包括： - 澄清您成为积极盟友和变革推动者的动机 - 确定您作为盟友的当前发展阶段并制定盟友发展计划 - 更新包容性领导力增长计划，涵盖包容性领导的四大支柱 - 确定您的言语触发点，能够辨别他人在日常环境中何时被触发 - 理解排斥现象，并以一种创伤知情和情感负责的方式向他人表达您的观察 - 定义旁观者效应及您与其的当前关系 - 使用SPEARS ™框架区分象征主义与在您和他人的盟友努力中的代表性 - 使用五步决策流程优化透明度，建立信任，推动个人及组织整体的公平与包容目标 - 在他者化的对话中，运用创伤知情的视角，积极检查他人的偏见，创造支持行为和政策变更的协作性对话 通过本课程的学习，您将能更有效地实践作为积极倡导者的角色，推动实际的公平变革。
The work of change is slow and effortful. With the onset of the COVID 19 pandemic, the global workplace recognizes that we are more connected than ever before. Not only were we struck by the realization that we're all breathing the same air, but more importantly, we were able to better come to grips with some of the systemic inequities that exist in our everyday lived experiences. As HR departments and learning teams rushed to provide unconscious bias training, many of us were left wondering, "When will the action begin?" "How long before change is felt?" "When will our systems finally be in alignment with the DEI manifestos, Vision statements and commitments to change that appear in marketing collateral and internal comms?"In this course people leaders, managers, and DEI advocates are provided with the tools and frameworks necessary to make everyday decisions that reflect a culture of equity and inclusion. The goals of your company do not have to be at odds with the goals of its people. You can create transparency and still uphold the interests of your organization. And that work gets to occur by examining current processes one step at a time.If you have been eager to do something beyond thinking differently, this course is for you. Join me as we explore the tenets of psychological safety, methods to cultivate a culture of bias checking, and strategies to approach the workplace from a trauma informed lens. The work starts with thinking, but it must continue with words and deeds that shift policies and procedures.Use this course to begin practicing in your role as an active advocate and true change agent capable of operationalizing equity.Specifically in this course you will:Clarify your motivations to be an active ally and change agentIdentify your current phase of development as an ally and craft your allyship development planRefresh your inclusive leadership growth plan across the 4 pillars of inclusive leadershipIdentify your verbal triggers and be able to distinguish when others in your social environment are triggered in everyday situationsUnderstand ostracism and be able to articulate your observations of it to others in a way that is trauma informed and emotionally responsibleDefine the bystander effect and your current relationship with itUse the SPEARS ™ framework to distinguish between tokenism and representation in your and others' allyship effortsUse a 5 step process for everyday business decisions that optimizes transparency, builds trust, and advances for personal as well as organizational-wide equity and inclusion goalsUse a trauma informed lens in conversations where othering is taking place, to actively bias check others, and create collaborative conversations in support of behavior and policy change
