Cultural Competence

How can we build a more diverse and inclusive organizational culture without alienating team members, clients/customers and stakeholders?

Cultural competence, diversity and inclusion can often be tricky areas for cultural change and, for this reason, many organizations address the “low hanging fruit” when it comes to addressing cultural differences or focus on diversity versus inclusion. This is a missed opportunity as we know that culturally competent organizations are more effective in attracting and retaining top talent, serving their clients/customers and innovating in the work they do.

bhasin consulting inc. (bci) is known for being unafraid to tackle thorny Cultural Competence, diversity and inclusion issues head-on. bci’s team of award-winning facilitators, consultants, and coaches provide bold but practical inclusion strategies for business issues that are otherwise challenging to address. Our team works with global clients to develop and deliver hands-on, business-focused, data and research-driven programming that pushes behavioural change and shifts leadership behaviour as it relates to being more diverse and inclusive.

Team Diversity

The Importance of Developing Cultural Competence in Supporting Diverse Teams:

Outcomes:

Heighten Cultural Competence and diversity fluency for those managing talent by raising awareness of cultural differences that manifest in the workplace and how to effectively build bridges across these differences.

Program Features:

  • Option to use the Intercultural Development Inventory (IDI), the leading cultural assessment tool (pre-work)
  • Half-day workshop

Talent Recruitment Diversity

Effective Interviewing Across Cultural Differences:

Outcomes:

Raise awareness of cultural differences that manifest during interviews and equip interviewer teams with skills for effectively interviewing across diversities. Understand your own cultural lens and its impact on interviewing, how cultural differences that manifest in interviews, and the impact of the interview structure on recruiting diverse talent.

Program Features:

  • Half-day workshop

Identifying and Addressing Unconscious Bias

Outcomes:

A deep-dive on bias, including key forms of bias that manifest in mentoring, work allocation, team effectiveness and performance management, how bias impacts diverse team members’ advancement, and how to effectively identify and interrupt bias on the individual and organizational level.

Program Features:

  • Half-day workshop

Cracking the Code

Taking the Next step in Supporting Women and Diverse Staff Members:

Outcomes:

Explore the roots and challenges of advancing women and diverse staff members, including the "leadership fallacy" and why it adversely impacts advancement for these groups, and learn about the key research, strategies, and tools to support their career advancement.

Program Features:

  • Half-day workshop
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Allen Hirsh
NextGenLeaders
T. 647.808.7166

allen@NextGenLeaders.ca
All Rights Reserved © NextGenLeaders® 2009  
Toronto Web Design by Walden