Human Resources Training, Leadership

Move from Diversity to Inclusion


There is perhaps no distinguishing factor that characterizes the American workforce more powerfully than its diversity. Aptly called the Nation of Nations, the US is home to not only workers drawn from almost all corners of the world; it is diverse in another gigantic manner: it consists of at least five generations, perhaps the broadest spread in history.

A small sample of the extent and breadth of the diversity at the American workplace:

According to the National Center for Public Policy and Higher Education, by 2020, 37% of the workplace will consist of those who consider themselves a minority by some or another parameter. Today, more than half the workforce consists of the Millennials, and nearly half of them are drawn from nonwhites.

Doesn’t this telling fact make inclusion a matter of critical importance to organizations in the US? If the American workforce has to continue its domination of the world’s economy and drive it, managers need to quickly understand the dynamics of inclusion in the backdrop of these factors.

Karla Brandau, CEO of Workplace Power Institute, will be the expert at a webinar that TrainHR, a leading provider of professional training, is organizing on December 6, at which she will explain how organizations need to and can move from diversity to inclusion.

Please visit TrainHR to enroll for this extremely valuable learning.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.


The diversity that we are witnessing in today’s workforce transcends the traditional markers such as race, ethnicity and gender. Diversity comes from age groups, personalities, life experiences, education and attitudes. It is now more imperative than ever before for organizations to brace themselves to the reality of this new kind of diversity.

diversity and inclusion

Inclusiveness becomes all the more challenging. How do managers leverage this diversity and channelize it for the organization’s growth? HR that does not involve these generations in matters concerning payroll, management, problem solving and decision-making will find it tough to utilize the skills and experience this diverse workforce brings. In the backdrop of these factors and the slowing economy, how do organizations practice inclusion to retain top talent? These are difficult questions indeed, which this webinar will seek to answer.

This webinar, which aims to equip the participants with the mind-set needed to face these challenges, will show how to:

  • Define diversity and inclusion in your own mind
  • Permit individuals to surface the truth
  • Use the power of gratitude and recognition
  • Identify personality strengths
  • Use facilitation techniques to ensure all opinions are heard
  • Approach issues when errors are made
  • Use emotionally intelligent social skills
  • Express empathy
  • Recognize and be willing to change your assumptions
  • Be culturally Intelligent
  • Refrain from judging others by your own cultural standards
  • Validate the unique attributes each individual brings to the organization

At this extremely useful session, the expert will cover the following areas:

  • See inclusion as a mosaic of new possibilities
  • Look beyond diverse characteristics and search for innate talents and character gifts
  • Respect a plethora of education and life experiences
  • Overcome unconscious bias
  • Replace a scarcity mentality with an abundance mentality

About the speaker: Karla is a thought leader in management and team building techniques. A specialist in personalities, communication skills, and leadership principles, she has authored the book, How to Earn the Gift of Discretionary Effort, which aims to teach managers how to be the leader people CHOOSE to follow, not have to follow because of their position on the organizational chart.


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