This 2 hour virtual training is designed to help employees at all levels recognize their individual positions of privilege and how they can leverage that privilege on behalf of others and in efforts aimed at creating more fair and equitable workplaces.

By infusing DEI conversation into our daily interactions, we can become more aware and over time change our behaviors and contribute to a culture of inclusion. You will find five questions that are designed to inspire dialogue on the topic of privilege.

Power from unearned privilege can look like strength when it is in fact permission to escape or to dominate. It is important to note that privilege is not necessarily a bad thing – just unfair. Privilege used positively can actually be leveraged to support the advancement of others and to benefit the organization as a whole.

If you are in a situation where you have privilege, you have an opportunity to leverage that privilege to help and support others. Leveraging our privilege is a great way to serve as an ally. Allies can help amplify the message, break down barriers and secure support of the masses. Here are some things you can do to leverage your privilege as an ally.

The article revisits the question are diversity and inclusion efforts unfair to white men from the perspective of equity.

Tips for understanding positions of power and privilege and how to leverage in support of goals and the success of others.

A discussion guide for leading a Hidden Figures movie screening and follow up conversation.

The Power of Privilege Exercise is an interactive exercise designed to help participants explore the emotions associated with exclusion and how one can leverage his or her privilege to promote inclusion.

The Level Playing Field exercise is a 15-minute experiential activity designed to illustrate the concept of privilege and the advantages privilege provides to some.

Power from unearned privilege can look like strength when it is in fact permission to escape or to dominate. It is important to note that privilege is not necessarily a bad thing – just unfair. Privilege used positively can actually be leveraged to support the advancement of others and to benefit the organization as a whole.

The Inclusion Learning Loop™ diversity conversation starters are discussion prompts that enable leaders and managers to drive conversation around business related diversity and inclusion topics.

It was in 1989 that Peggy McIntosh published White Privilege: Unpacking the Invisible Knapsack. This was a revolutionary step in acknowledging the fact that privilege exists and results in associated societal and workplace advantages. It is important to note that privilege, while offering unfair advantage to some, is not about any one individual. It is not the fault of any one person – it is what you do about and with that privilege that personalizes the issue.

When crafting your diversity and inclusion strategic plan it is important to keep one very important question top of mind –“What’s my Line?” A well-crafted diversity and inclusion strategy has the opportunity to impact the business in three key areas–Pipeline -Bottom Line-Top Line.