1. Why this Introductory Document?
This document is designed to respond to the “Frequently Asked Questions” about our process. If after reading this document you still have questions about this research-based approach to cultures and Diversity & Inclusion education, please contact us at e.ngomsi@universalhighways.com
2. What is DiversityKC?
DiversityKC is a Cultural Diversity and Inclusion education and consulting process that seeks to connect all the cultures in existence in an organization in order to guaranty harmony among all employees and optimal productivity.
3. What’s the Mission of DiversityKC?
To improve productivity in today’s increasingly diverse and global environment through harmonious cultural connections education and consulting services.
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This document is designed to respond to the “Frequently Asked Questions” about our process. If after reading this document you still have questions about this research-based approach to cultures and Diversity & Inclusion education, please contact us at e.ngomsi@universalhighways.com
2. What is DiversityKC?
DiversityKC is a Cultural Diversity and Inclusion education and consulting process that seeks to connect all the cultures in existence in an organization in order to guaranty harmony among all employees and optimal productivity.
3. What’s the Mission of DiversityKC?
To improve productivity in today’s increasingly diverse and global environment through harmonious cultural connections education and consulting services.
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4. What are the features and benefits of DiversityKC?
Companies that have used DiversityKC have repeatedly included the following in their evaluations and comments:
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Companies that have used DiversityKC have repeatedly included the following in their evaluations and comments:
- The employees develop cultural competency in many ways, respecting and accepting others’ cultures.
- The entire organization maintains harmonious acceptance of all the cultures represented within the staff.
- Cultural connections are created between each individual, their teams and the overall organization.
- Clients see a change in the way they receive services.
- The staff develops a mindset of focusing on the goals of the organization and work diligently to achieve them.
- Progressively, employees change the way they think about cultural competency.
- The leadership uses diversity s an asses for harmony and productivity rather than liability to hinder progress.
- The staff takes charge to work together effectiveness to develop cultural competency in individuals and in their teams.
- Overall, job satisfaction increases.
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5. Why DiversityKC? What specific diversity concerns does it address?
The following reasons led us to develop DiversityKC model.
A.Reason #1: DiversityKC is based on reviews of empirical research of predictors of intercultural effectiveness and cross-cultural education in organization.
B.Reason #2: DiversityKC recently piloted with selected clients in small and large organizations. They used our process and came out with very interesting suggestions, questions, and concerns that we seriously took into consideration in the final design.
C.Reason #3: We want to address the concerns recently expressed by Diversity and Inclusion managers, Human Resources leaders, and participants in cultural education classes. The study revealed that Diversity and Inclusion education is often:
D.Reason #4: Teambuilding is the essential cornerstone that bridges all cultures and connects all levels of the organization with the goal of creating harmony and helps the organization reach its bottom line goals. Diversity education alone is not enough; it takes a bigger significance when persons from different cultural backgrounds accept each other and work harmoniously and effectively together.
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The following reasons led us to develop DiversityKC model.
A.Reason #1: DiversityKC is based on reviews of empirical research of predictors of intercultural effectiveness and cross-cultural education in organization.
B.Reason #2: DiversityKC recently piloted with selected clients in small and large organizations. They used our process and came out with very interesting suggestions, questions, and concerns that we seriously took into consideration in the final design.
C.Reason #3: We want to address the concerns recently expressed by Diversity and Inclusion managers, Human Resources leaders, and participants in cultural education classes. The study revealed that Diversity and Inclusion education is often:
- Too long: Training ranging from days to whole weeks takes many employees away from work for too long, thus hindering productivity. As a consequence, some organizations decide to simply avoid cultural education.
- Too costly: cultural programs become the first thing to cut when time and money are in short supply.
- Too rigid: employees often have a wider range of diversity understanding but are offered the same training.
- Too generic: This statement summarizes it all, “Most D&I do not meet the goals of our industry and profession; we need a program customized to our own situation.”
D.Reason #4: Teambuilding is the essential cornerstone that bridges all cultures and connects all levels of the organization with the goal of creating harmony and helps the organization reach its bottom line goals. Diversity education alone is not enough; it takes a bigger significance when persons from different cultural backgrounds accept each other and work harmoniously and effectively together.
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6. What does Harvard and MIT researchers say about addressing these major concerns?
Our research-based solution conclude that we can keep training sessions short and concise, but still effectively reach and surpass the goals that long sessions achieve, but with many other saving in time and resources. Additionally, shorter learning modules are more conducive to retention and behavior change.
Harvard and MIT scientists (Brady TF, Konkle T, Alvarez GA) independently studied memory capacity, and concluded that on average, an individual can remain focused on a learning task for about 45 minutes. Additionally they advise that to facilitate memorization and learning people should:
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Our research-based solution conclude that we can keep training sessions short and concise, but still effectively reach and surpass the goals that long sessions achieve, but with many other saving in time and resources. Additionally, shorter learning modules are more conducive to retention and behavior change.
Harvard and MIT scientists (Brady TF, Konkle T, Alvarez GA) independently studied memory capacity, and concluded that on average, an individual can remain focused on a learning task for about 45 minutes. Additionally they advise that to facilitate memorization and learning people should:
- Always break up learning into separate sessions. They suggest to “space out” the learning material rather than condensing it in long hours.
- Always study in chunked sessions: our ability to retain information diminishes after about 25-30 minutes
- Always break learning materials into multiple, smaller sections for the brain to fix it.
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7. Based on Harvard and MIT research, what solutions does DiversityKC propose?
A. About LONG training
DiversityKC research-based solution offers conciseness: short training session (as short as 1 hour), very intense, and presented in a professional manner.
Our clients have nothing but praises for our concise sessions:
Additionally, Harvard and MIT scientists (Brady TF, Konkle T, Alvarez GA) in their studies on memory capacity conclude that:
Note: At the end of each session, we demand that participants take one action after the session. One of the “Take Action” that we suggest is to share with a colleague in a sentence or two their take-away from the session. The study mentioned above suggests that sharing has a positive double effect in learning: (1) One additional person gets the message, and (2) participants internalize the message.
B. About COSTLY training
DiversityKC research-based solution offers affordability.
Advantages of affordable sessions are also numerous:
C. About RIGID training
DiversityKC research-based solution offers adaptability. The numerous advantages of adaptability include:
D. About training being too GENERIC.
DiversityKC research-based solution offers customization. The numerous advantages of customization include:
The individual/team/organization is educated specifically in the culture(s) that is suitable to their team, department, organization, industry profession, etc…
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A. About LONG training
DiversityKC research-based solution offers conciseness: short training session (as short as 1 hour), very intense, and presented in a professional manner.
Our clients have nothing but praises for our concise sessions:
- Your short, high quality modules allow employees to promptly return to their posts.
- Short sessions are easy to fit in a busy schedule.
- Employees easily share what they have learned because it was short and to the point.
- Employees’ satisfaction and staff moral increase.
- These sessions are very affordable.
- For the first time, no one stated that these sessions were boring.
- Training took place quickly without alerting our entire department.
- Your short but very informative modules allowed to schedule and cover all the shifts with the same message. Thank you!
Additionally, Harvard and MIT scientists (Brady TF, Konkle T, Alvarez GA) in their studies on memory capacity conclude that:
- Short messages are internalized, retained, and easily remembered for along time.
- The more we share what we learned, the more we internalize it. DiversityKC's messages are short to the point, they are they are purposefully designed to be shared quickly and efficiently, one at a time.
- Short stories or learning easily carry among employees, from one department to another.
- Our messages are crafted so they are easy to share.
Note: At the end of each session, we demand that participants take one action after the session. One of the “Take Action” that we suggest is to share with a colleague in a sentence or two their take-away from the session. The study mentioned above suggests that sharing has a positive double effect in learning: (1) One additional person gets the message, and (2) participants internalize the message.
B. About COSTLY training
DiversityKC research-based solution offers affordability.
Advantages of affordable sessions are also numerous:
- Easy budgeting.
- Easy fit in any budget.
- Easy to find grant or sponsors.
- Does not require multiple approval signatures.
- Employees’ satisfaction and moral increase.
- Ability to offer a variety of sessions at low cost to meet different goals.
C. About RIGID training
DiversityKC research-based solution offers adaptability. The numerous advantages of adaptability include:
- DiversityKC’s modules take employees at their current level of development of cultural sensitivity and moved them to a higher level. This process may require an assessment.
- Avoid having part of participants bored for listening to information they already know while others are excited about the information being new.
- DiversityKC offers multiples package options to choose from; employees have a huge choice for their cultural education.
- Employees may take short complementary courses to further their cultural education and supplement the missing knowledge.
- Employees continue to learn and grow.
- Employees’ satisfaction and moral increase.
D. About training being too GENERIC.
DiversityKC research-based solution offers customization. The numerous advantages of customization include:
The individual/team/organization is educated specifically in the culture(s) that is suitable to their team, department, organization, industry profession, etc…
- A better understanding by your staff of the insights of the culture of your clients;
- Your clients receive customized and better culturally sensitive services.
- Staff better performance on the job.
- Employees develop a higher confidence in their ability to serve the clients.
- Job satisfaction and moral increase.
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8. What is a module and how is it developed?
A module at DiversityKC is a short and high quality cultural content that is very informative for specific participants, team or organization and allowing them to connect the learning to the other cultural levels of their organization. Modules are developed based on numerous factors to include:
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A module at DiversityKC is a short and high quality cultural content that is very informative for specific participants, team or organization and allowing them to connect the learning to the other cultural levels of their organization. Modules are developed based on numerous factors to include:
- Literature from psychology, diversity & inclusion management, intercultural communication, characteristics of successful interactions in a multicultural setting, personal experiences from the United States Peace Corps, observations of bicultural individuals, and research.
- The understanding that each individual is a unique cultural entity who brings her/his set of cultural baggage to the workplace and interact with others who too bring with them their unique set of cultural baggage.
- The evidence that each organization is built up of various teams that are themselves made up of individuals, cultural misunderstandings may easily filter from the individual way up to the organization and vice-versa.
- The levels of cultural representations in organizations.
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9. What is Yan-koloba?
Imagine a group and teambuilding activity that reaches across all cultural boundaries, fully delights and engages an unlimited number of participants, teaches respect and teamwork, develops collaboration and responsibility, promotes acceptance and trust, and boosts their self-esteem and leadership skills in a fun, enjoyable and relaxed environment! It’s called, Yan-koloba!
Programs such as Diversity and Inclusion processes might look incomplete if they do not finish by “sealing the deal of inclusion” among the participants. Diversity and Inclusion should be able to successfully lead a diverse team into an inclusive activity that allows them to harmoniously and efficiently interact tto accomplish a common goal together, regardless of their cultural backgrounds. Yan-koloba is a very interactive activity designed just for that purpose.
Imagine a group and teambuilding activity that reaches across all cultural boundaries, fully delights and engages an unlimited number of participants, teaches respect and teamwork, develops collaboration and responsibility, promotes acceptance and trust, and boosts their self-esteem and leadership skills in a fun, enjoyable and relaxed environment! It’s called, Yan-koloba!
Programs such as Diversity and Inclusion processes might look incomplete if they do not finish by “sealing the deal of inclusion” among the participants. Diversity and Inclusion should be able to successfully lead a diverse team into an inclusive activity that allows them to harmoniously and efficiently interact tto accomplish a common goal together, regardless of their cultural backgrounds. Yan-koloba is a very interactive activity designed just for that purpose.
This concept of teambuilding is so crucial and imperative to us that we offer Yan-koloba as a bonus to all DiversityKC package purchased during this promotional period.
Additional information and all the benefits that Yan-koloba offers can be found on its website at
www.yan-koloba.com
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Additional information and all the benefits that Yan-koloba offers can be found on its website at
www.yan-koloba.com
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10. What are the Different Levels of Cultural Connections in an Organization?
Regardless of its size, one can identify in each organization three levels of cultural representations that influence each other in a consistent way. They are:
DiversityKC intends to address CC level cultural connections on a case by case basis. Please contact us for further information.
Regardless of its size, one can identify in each organization three levels of cultural representations that influence each other in a consistent way. They are:
- Individual Cultures (IC): Each person comes to the workplace with his/her identify and his own unique cultural baggage. As always, interactions and communication with others are influenced by everyone’s cultural luggage.
- Team Cultures (TC): Teams are formed with individuals, each bringing to the team her/his own set of cultural experiences.
- Organization Cultures (OC): Organizational culture(s) are composed of team cultures to which you can add the regulatory policies and laws.
- Community Cultures (CC): In smaller jurisdictions and sometimes in large ones, one organization, a small team of individuals, or a person may profoundly influence the local community life, welfare, politics, economy, education, etc.
DiversityKC intends to address CC level cultural connections on a case by case basis. Please contact us for further information.
Levels of Cultural Connections in an Organization
DiversityKC’s process is designed to harmoniously and effectively prepare:
- The individuals to fit in the cultures of both their teams’ and their organizational cultures;
- Teams to better understand the cultures of both the individual and the organization;
- The organization to better understand and respect the various cultures represented in both the teams and the individuals;
Throughout any organization, cultural relationships and interactions are interconnected. DiversityKC consultants assist everyone in the organization in making these connections more harmonious and then, most importantly, use them as efficiently as possible for higher cultural competency and higher productivity.
Interactive Connections in an Organization
11. What is the DiversityKC Modules Wheel?
The DiversityKC Modules Wheel is comprised of examples or titles of training contents that are currently developed and ready to use after customization to an organization’s needs. A few modules may be applicable to all three levels of cultural connections.
The DiversityKC Modules Wheel is comprised of examples or titles of training contents that are currently developed and ready to use after customization to an organization’s needs. A few modules may be applicable to all three levels of cultural connections.
Diversity and Inclusion Modules Wheel - click here to view
12. What is included in a DiversityKC package?
A typical DiversityKC package is comprised of three modules (one from each cultural level)
+ Yan-koloba:
A Sample Package could be for the 4 hours:
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A typical DiversityKC package is comprised of three modules (one from each cultural level)
+ Yan-koloba:
- 1 Individual Culture (IC) 1 Hour
- 1 Team Culture (TC) - 1 Hour
- 1 Organizational Culture (OC) - 1 Hour
- And One Bonus Module during this period of promotion: 1 Yan-koloba: Building a Functioning & Effective Team (TC + OC + CC) - 1 Hour
A Sample Package could be for the 4 hours:
- IC-4: Cultural Competency Starts With Me.
- OC10: Roadmap from Diversity to Inclusion.
- TC2: Lunch & Learn Domestic & Global Cultures.
- Bonus/Promotion - Yan-koloba: Building a Functioning & Effective Team.
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13. What is your training Methodology?
Each DiversityKC module is presented using the most effective, highly participatory
and very interactive learning methodology to include:
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Each DiversityKC module is presented using the most effective, highly participatory
and very interactive learning methodology to include:
- Hands-on to facilitate participation
- Stories to put learning in the right perspective
- Lecturettes to present new information
- Short discussions to share experiences
- Reflection to internalize the content learned.
- Sharing to remember. At the end of each session, participants promise to share what they have learned with at least 2 other people in their team or organization. The more someone shares a story, the more they remember it.
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14. How do I order my package(s)?
Please follow these steps:
1.COST OF INVESTMENT: THIS IS A PROMOTION!
A. During this promotional period, your investment for this month’s DiversityKC package is $1000 for FOUR modules we offer (4 hours of presentations):
For each package, select your three (3) modules from the wheel of modules based on the needs of your organization. You may select any three modules of your choice, from one or more levels of cultural connections, and then add Yan-koloba session to your package for FREE.
Note: There is no limit on the number of packages you may purchase.
B.Outside of this promotion, you may also select your own modules listed on the Module Wheel or from your creation. We will develop and customize the modules to fit your needs. Prices will be negotiable as preparation time will be assessed.
2.PAYMENT
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Please follow these steps:
1.COST OF INVESTMENT: THIS IS A PROMOTION!
A. During this promotional period, your investment for this month’s DiversityKC package is $1000 for FOUR modules we offer (4 hours of presentations):
- THREE modules from IC, TC or OC, from the wheel of modules, and
- ONE FREE YAN-KOLOBA SESSION (only paid for travel).
- Add the basic applicable fee per round-trip: $30 per trip within 25 miles, or basic applicable fee ($30) + an additional $.56 per mile for mileage above 30 miles.
For each package, select your three (3) modules from the wheel of modules based on the needs of your organization. You may select any three modules of your choice, from one or more levels of cultural connections, and then add Yan-koloba session to your package for FREE.
Note: There is no limit on the number of packages you may purchase.
B.Outside of this promotion, you may also select your own modules listed on the Module Wheel or from your creation. We will develop and customize the modules to fit your needs. Prices will be negotiable as preparation time will be assessed.
2.PAYMENT
- Please contact us via email at info@universalhighways.com or DiversityKC, P.O. Box 1889 Lee’s Summit, MO 640
- You may also call us at 816.554.6000 with questions.
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- 15. How do I schedule my training(s)?
Scheduling your training sessions is very easy:
- You may schedule your package as soon as you are able, to be completed anytime at the location(s) of your choice before the promotion expiration date or within 60 calendar days from the date of purchase if your package is not a promotion.
- The earlier you schedule the better in order to secure your preferred dates and times based on availability of facilitators.
- Each Module based on a one-hour long presentation including all activities.
- Each session is limited to 25 participants. A maximum of fifteen (15) additional attendees may be added at $15 per participant.
- Most modules require handouts; a few do not. When necessary, handouts will be developed and send to you ahead of the class for you to make the appropriate number of copies.
- You may schedule multiple sessions consecutively within 15 minutes apart at same location same day and save on travel fees.
- When consecutive sessions are scheduled, the maximum layoff time should not exceed 20 minutes or the company will pay an additional $100 waiting time.
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16. How are other companies using DiversityKC?
Various organizations are using DiversityKC for various reasons and at various setting.
Examples of Purposes:
Examples of Settings:
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Various organizations are using DiversityKC for various reasons and at various setting.
Examples of Purposes:
- For compliance or regulatory purposes
- For education purpose
- To prevent foreseen crisis before they appear
- To resolve current crisis
- To educate “bad apples” before they spoil whole bags.
Examples of Settings:
- At weekly and monthly meetings
- At retreats
- At corporate boards
- To unite teams around the same table and sort out issues
- To welcome new employees
- For professional development (Certificates are available at minor additional cost).
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17. Is the intent of DiversityKC to replace long and costly trainings?
DiversityKC’s process is not intended to serve as a replacement to long and expensive training sessions. Rather:
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DiversityKC’s process is not intended to serve as a replacement to long and expensive training sessions. Rather:
- The modules that DiversityKC offers are necessary complements even to those who have already offered long trainings;
- Customers are looking at this model as essential supplements to whatever you have been doing;
- If nothing, this serves as indispensable reinforcements for other D&I concepts and learning;
- While you may not be able to offer numerous long and expensive sessions many times within a year, DiversityKC steps in to offer you an alternative and valid option to settle in the messages that you want your staff to learn. Just let us know what that message is and we will develop the appropriate module that fit it.
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18. In addition to DiversityKC what other format of training do you offer?
For many years, our consultants have provided various models of D&I sessions to include:
a. We will conduct a needs assessment on your organization and propose a training design that responds to your goals and objectives, your budget, and your schedule.
b. We offer consulting in various aspects of cultural competency:
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For many years, our consultants have provided various models of D&I sessions to include:
a. We will conduct a needs assessment on your organization and propose a training design that responds to your goals and objectives, your budget, and your schedule.
b. We offer consulting in various aspects of cultural competency:
- Starting a diversity initiative;
- Enhancing an existing diversity initiative;
- Forming, training and managing an organization’s Diversity & Inclusion Committee;
- Developing an overall policy of cultural competency in the organization
- Assist in developing a diversity initiative strategic plan
- Assist the organization’s interviewing committee members with the appropriate cultural competency in interviewing candidates from various cultural backgrounds without letting their biases affect the outcomes of the selection;
- … Whatever the organization
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