Cultural Diversity and Inclusion Coaching
One-on-One Cultural Diversity and Inclusion Coaching is a new way to increase harmony and productivity in the workplace
6 Reasons Why One-On-One Diversity Coaching is a Great Complement to Training
Important Note:
Supreme Court cases make it clear that “preventative training can be part of a legal defense against punitive damages in diversity cases such as discrimination, harassment.” Taking care of the “bad apples” among your employees is like getting an important “insurance policy” for your organization. In cases of diversity complaints, one of the first things the organization is asked to provide is “evidence of relevant proactive diversity coaching or training.” As a Justice recently acknowledged, the employees are liable and “victims not only of their own actions, but of the system which employs them.”
- IT IS COST EFFECTIVE - In the range of hundreds of dollars rather than tens of thousands of dollars. Additionally, it minimizes the loss of productivity that occurs when many employees take time away from work for training.
- EASY SCHEDULING - One-on-one coaching is easy to schedule and can take place anytime during or after work, anywhere at your facility, in our offices or over the phone.
- ULTIMATE DISCRETION - The employee or manager is not exposed to potential embarrassment in front of peers; most importantly, they express themselves freely and deeply.
- EMPLOYEE FEELS VALUED– The employee recognizes that the company is investing in him/her, and is committed to success as s/he is better able to focus on the learning that has occurred.
- RELIABLE ASSESSMENT – The outcome is easily measurable based on individual’s change in behaviors and attitudes.
- PREVENTIVE APPROACH - Proactive coaching protects the company from multimillion dollar lawsuits often caused by one individual who did or said something illegal or simply stupid.
Important Note:
Supreme Court cases make it clear that “preventative training can be part of a legal defense against punitive damages in diversity cases such as discrimination, harassment.” Taking care of the “bad apples” among your employees is like getting an important “insurance policy” for your organization. In cases of diversity complaints, one of the first things the organization is asked to provide is “evidence of relevant proactive diversity coaching or training.” As a Justice recently acknowledged, the employees are liable and “victims not only of their own actions, but of the system which employs them.”
