Hi, US Fitness. We hope you stretched because it's time to build your diversity and Inclusion muscles!

DICE promotes an environment where discussions and problem-solving are more inclusive, collaborative, genuinely curious, and successful in landing collective solutions that work.

We’ll train you to leverage the strength in diversity using proven engagement tools in ways that uncover new insights and encourage people to reach and work at their full potential.

When leaders establish a culture of inclusion at the top of the organization, it encourages and equips all people to better understand, respect, and support the people they work with and the customers they serve.

expectations

  • Understand how unconscious bias impacts our daily judgements and the decision-making process.
  • Learn different dimensions of diversity to set a foundation for inclusive attitudes and behaviors.

pre-work

Three Minute Read
Implementing an Inclusive Work Culture
Four Minute Videos

Five Minute Activity
Harvard Implicit Bias Test

Please complete the Race IAT and Age IAT implicit bias tests. Document your results. Were you surprised by anything you learned about your unconscious biases?

A way to make diversity and inclusion more relatable is to consider the way it relates to your personal life story. Think of the bridges you have crossed or barriers you have overcome to get where you are. Influential people throughout your life can also serve as bridges for your personal growth. 

Which people and experiences have been bridges for you? Why?

pre-experience survey

One Minute

We look forward to engaging with you!


Want more gains? Here are additional, optional resources to check out before or after your training.

online reading

Diversity Doesn’t Stick Without Inclusion

5 Reasons Diversity And Inclusion Fails

Proof That Positive Work Cultures Are More Productive

offline reading*

Leading with Questions by Michael Marquardt

Everyone Leads by Paul Schmitz

Blindspot: The Hidden Biases of Good People by Anthony Greenwald and Mahzarin Banaji

* Find more of our favorite reads on our DIY Page.

videos

power plays

Power plays are activities that stretch your comfort zone and build your diversity and inclusion muscles.

Inclusive Dining - Have lunch with a coworker you don’t know very well or who has a much different background or upbringing than you. Be genuinely curious and learn more about the differences and similarities you may share. OR Go out for a meal and eat cuisine that is different from your own cultural cuisine. When looking for the restaurant, choose one in a more ethnically diverse neighborhood. 


What’s in a Name? - If there is a colleague that goes by an Americanized nickname, ask them how to pronounce their full name and take the time to learn how to say their name correctly.


Don’t Table D&I - In your next meeting, look around the table. Is a diverse group present? If not, let the group know that you appreciate diverse perspectives on projects and ask yourself and others - who else should be at this table? Once you have diversity in the room, listen to who is talking and how others react. Is every voice being heard with the same respect and value received? 

exploratory exercises

What is Diversity?

  1. Ask five people who are not participants in this engagement to complete this sentence: Diversity is ______________________. Record their responses.

  2. Consider the similarities and differences in the responses of the five people you interviewed. Do any of their responses reflect diversity myths?

What’s in a Name?

  1. What is your full name? How do you feel about your name? Why?

  2. Find out all you can about your name. For example, is their any unique history or significance to your name? Do you share it with another relative? What is the meaning of your name?

  3. Find another person with a name you find unique and ask them the same questions. What did you learn?

How Diverse are Your Networks?

Create a chart that illustrates the diversity of your social networks (face to face or online).

  1. Start with family, then close friends, coworkers, and acquaintances. What is their age, gender, sexuality, religious beliefs, race, ethnicity, and native language. Answer what you know and add additional dimensions of diversity if desired.

  2. Explore: In what ways is your network diverse? In what ways does it lack diversity?

  3. What interpersonal resources, or social capital, do you derive from this network?

  4. How might you enhance the diversity of your network?

  5. How might a lack of some dimensions of diversity in your professional network impact the decisions you make or the people you recruit or promote?

diversity myth busters

Diversity = minorities and women. 

  • In fact, diversity is all of us. Everyone and their different talents and perspectives. That means, white males, we’re talking about you too.

Diversity = new “buzzword”.

  • Diversity has always been around, but is receiving more attention now as demographic changes make themselves more apparent. 
  • Some demographic changes are not as new as they might appear. Statistics indicate that more women are entering the job market than ever before, this can mask the fact that women of color have always worked.

Diversity = deficiency. 

  • The myth is that standards are lowered to increase diversity in a workplace. But mounting research shows how diversity serves as a positive resource rather than a deficit. 
  • It makes companies more attuned to broader domestic and international markets, expands talent pool, and contributes to the creativity that fosters the development of new, innovative products. 

Diversity = division. 

  • We are not divided by our differences, but by our inability to respect and learn from our differences. 
  • Being exposed to diversity brings people together, promoting better understanding, communication skills, and tolerance/acceptance.

Diversity should be feared. 

  • Diversity education is incomplete when we stop at our differences and ignore our similarities. 
  • Our ignorance of differences and similarities cultivates our fear. Our fear is compounded by our inability to communicate effectively with people who disagree with us on tough topics. 
  • Diversity can be an emotionally charged topic. Approaching with apprehension or avoidance and it can be a tense conversation. But approach it with humility and genuine curiosity to learn more about others and ourselves, and it can be very rewarding. 
  • Openness and honesty are essential. But that doesn’t mean that their might not be pain too. “Sometimes the cure for pain is in the pain.” 

Thank you for taking this journey with us!