How to Strategically Address Systemic Racism, White Privilege, and Unconscious Bias in the Workplace: It’s About More Than Training and Policy
Chris DeVany is the founder and president of Pinnacle Performance Improvement Worldwide, a firm that focuses on management and organization development. Pinnacle’s clients include global organizations such as Visa International, Cadence Design Systems, Coca-Cola, Sprint, Microsoft, Aviva Insurance, Schlumberger and over 500 other organizations in 22 countries. He also has consulted with government agencies from the United States, the Royal Government of Saudi Arabia, Canada, Cayman Islands, and the United Kingdom.
He has published numerous articles in the fields of surviving mergers and acquisitions, surviving change, project management, management, sales, team-building, leadership, ethics, customer service, diversity, and work-life balance, in publications ranging from ASTD/Performance In Practice to Customer Service Management. His book, “90 Days to a High-Performance Team”, published by McGraw Hill and often accompanied by in-person, facilitated instruction, has helped and continues to help thousands of executives, managers, and team leaders improve performance.
He has appeared hundreds of times on radio and television interview programs to discuss mergers and acquisitions (how to manage and survive them), project management, sales, customer service, effective workplace communication, management, handling rapid personal and organizational change and other topical business issues. He has served or is currently serving as a board member of the International Association of Facilitators, Sales and Marketing Executives International, American Management Association, American Society of Training and Development, Institute of Management Consultants, American Society of Association Executives, Meeting Professionals International and National.
This webinar has been approved for 02.00 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
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The summer of 2022 will be long ingrained into our social and individual consciousness due to COVID and the horrific murder of George Floyd, a black man. George’s murder by white police officers, captured on video for the world to see, sparked outrage around the globe. So what, you may be asking, does that have to do with the business world. Racial bias workshops just won’t do any more. Employers and business leaders need to respond to racism by taking substantial action. Merely throwing out politically correct corporate statements needs to be over. It is time for leaders who are committed to racial justice to create a business strategy to actively and strategically address racial inequity in their workplace (and society). Systemic racism can be fought by American businesses. Indeed, many U.S. corporate boardrooms have already begun the fight through hiring practices, funding organizations and movements working to eradicate racism, and using their political power to influence federal and state legislation. But what steps can employers begin doing today to enhance their workplace culture to racial equity and belonging? Discussing white privilege and unconscious bias is a starting tactic.
Dr. Francis Kendall states “For those of us who are white, one of our privileges is that we see ourselves as individuals, “just people,” part of the human race. Most of us are clear, however, that people whose skin is not white are members of a race. Being born white provides privileges that other races in the U.S. do not have. Other races may “earn” privilege but are not “born” with privilege due to the color of their skin.
Unconscious bias, something we all have built into our DNA, does not mean we are bad people. How does unconscious bias work against Blacks? How does it support white privilege? How does it maintain the status quo?
Discussing the issues addressed in this webinar may be uncomfortable that’s the way it should be, difficult as it is. Discomfort is required for change.
Learning Objectives
- To discuss Black Lives Matter and its role in your workplace culture
- To define racism
- To explore vicarious racism’s effect on us all
- To critique white privilege
- To illustrate unconscious bias
- To use a systems approach in creating and sustaining an anti-racist culture
Who Should Attend
- All Industries Professions
- Senior Management and Middle Management
- Human Resources Professionals
- Employee Resource Groups
Why Should You Attend
- The learning objectives identify the benefits.
- Specific tactics employers can implement to build a workplace culture of race equity
- Resources – internet and print
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$200.00
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