Webinar Series Advancing Equal Employment Part 6: "Building - PDF document

Advancing Equal Employment Opportunities and 11/19/2019 Creating Inclusive Workplaces Webinar Part 6 Webinar Series Advancing Equal Employment Part 6: "Building Intentional Opportunities and Creating Culture" - How to foster a Inclusive Workplaces welcoming workplace Part 6: "Building Intentional Culture" - How to foster a welcoming workplace Cesilee Coulson, Jaimie Laitinen, & Morgan Cain Hosted by: Southeast ADA Center; APSE – Employment First; Employment for All; WISE -Washington Initiative for Supported Employment; Burton Blatt Institute at Syracuse University WISE -Washington Initiative for Supported Employment November 19, 2019 1 2 Introductions Morgan Cain Jaimie Laitinen Cesilee Coulson TA and Training Operations and Executive Director Director Communications Building Intentional Coordinator How to foster a welcoming Culture workplace 3 4 1

Advancing Equal Employment Opportunities and 11/19/2019 Creating Inclusive Workplaces Webinar Part 6 What is Organizational Culture? What aspects of our culture should be flexible? Underlying beliefs, assumptions, values, and What aspects ways of interacting that of our culture contribute to the unique are important social and psychological for everyone to environment of an be aligned on? organization. Impacts of “Culture Fit” 5 6 People stay longer in Cultural organizations when they: Norms Feel both Can specialize Are able to Fit well independent in areas where learn and within the and they naturally grow culture How an organization’s supported do well culture presents itself So What Behaviors and rules of Works? conduct can be: • formal or informal Knowing more about • healthy or unhealthy your culture can help you • often not actively reflected on or understand who fits well, challenged unless new who doesn’t, and why? people come in 7 8 2

Advancing Equal Employment Opportunities and 11/19/2019 Creating Inclusive Workplaces Webinar Part 6 Example - Formal & Healthy Norms Example - Formal & Unhealthy Norms Culture: “Learning Culture: “Closed -door Decision Making Process” Organization” Norms Norms • No mechanism for collecting staff input • Annual training budgets for staff • No transparency around items such as • Trainings taken seriously (informal) budgets, priorities, hiring • Leadership open to new ideas • Staff are not sure how decisions get made 9 10 Be intentional about how you Changing contribute to your Norms organization’s culture: • Recognize, reflect on, and acknowledge unhealthy norms Formally & • React with intention Informally • Prepare to welcome someone that will change the culture • Start conversations Inclusion & Equity 11 12 3

Advancing Equal Employment Opportunities and 11/19/2019 Creating Inclusive Workplaces Webinar Part 6 Organizational Culture Snapshot Complete individually and review Organizational with your team or department Group Culture Activities Snapshot Exclusive vs. Inclusive Norms Scales Typically work on this within your program teams and discuss similarities and differences 13 14 Norms & Typical Heroes Behavior 15 16 4

Advancing Equal Employment Opportunities and 11/19/2019 Creating Inclusive Workplaces Webinar Part 6 Values and Beliefs Hierarchy 17 18 Who is Cultural Snapshot Missing? Example 19 20 5

Advancing Equal Employment Opportunities and 11/19/2019 Creating Inclusive Workplaces Webinar Part 6 Exclusive vs. Inclusive Organizational Norms 1 Exclusive vs. Inclusive Norms Scales 21 22 Exclusive vs. Inclusive Exclusive vs. Inclusive Organizational Norms 2 Organizational Norms 3 23 24 6

Advancing Equal Employment Opportunities and 11/19/2019 Creating Inclusive Workplaces Webinar Part 6 Equity & Inclusion Urgency and Overworking • Understand things may take longer than expected • Learn from past experiences Addressing In order to: • Manage with data How do you Unhealthy • Write realistic funding proposals and • Include more perspectives recruit and workplans on the team include new Norms • Add more skills, styles, and approaches to the people who may Paternalism and Power-Hoarding work evolve your • Everyone understands who makes • Reach more people with decisions culture? services Examples • Leaders are trained to develop the power and skills of others • Shared decision-making • Change is a practice 25 26 Contact Information Thank you Cesilee Coulson cesilee@gowise.org Jaimie Laitinen jaimie@gowise.org Morgan Cain morgan@gowise.org www.gowise.org 27 28 7

Advancing Equal Employment Opportunities and 11/19/2019 Creating Inclusive Workplaces Webinar Part 6 EDUCATION CREDIT EDUCATION CREDIT POST TEST Requirements: • **Must be registered, attendance verified, Must be registered, attendance verified, and post-test completed to receive credit. post-test completed. Credits: • Post Test for Webinar Series Part 6 • Certificate of Completion or copy and paste: • CESP Credit bit.ly/equal-employ-opp-webinar-test-6 29 30 EVALUATION ARCHIVED WEBINARS • All webinars in this eight-part series will • Your feedback is important to help determine the be archived with recording (video & effectiveness of this webinar in meeting your audio), presentation, and transcript - needs and to guide planning for future webinars. please share. • Archives: Advancing Equal Employment • Evaluation Part 6 of Webinar Series Opportunities and Creating Inclusive • or copy and paste Workplaces or copy and paste bit.ly/equal-employ-opp-webinar-eval-6 www.adasoutheast.org/webinars/archives.php 31 32 8

Advancing Equal Employment Opportunities and 11/19/2019 Creating Inclusive Workplaces Webinar Part 6 UPCOMING WEBINARS Questions? Parts 7 & 8: Save the Dates! Southeast ADA Center • Part 7: Sharing Your Story with Confidence in the Workplace Phone January 21, 2020 • Part 8: Large Employer Initiatives and Public 800-949-4232 (toll free) Sector Employment 404-541-9001 February 25, 2020 711 (relay) • Register for Webinar Series: Advancing Equal Employment Opportunities and Creating E-mail adasoutheast@law.syr.edu Inclusive Workplaces • or copy and paste: Web www.adasoutheast.org bit.ly/equal-employ-opp-webinar-seada-2019 33 34 Disclaimer The contents of this training were developed under a grant from the National Institute on Disability, Independent Living, and Rehabilitation Research (NIDILRR grant number 90DP0019-01-00). NIDILRR is a Center within the Administration for Community Living (ACL), Department of Health and Human Services (HHS). The contents of this training do not necessarily represent the policy of NIDILRR, ACL, HHS, and you should not assume endorsement by the Federal Government. The information, materials, and/or technical assistance provided by the Southeast ADA Center are intended solely as informal guidance, and are neither a determination of your legal rights or responsibilities under the Act, or binding on any agency with enforcement responsibility under the ADA. The Southeast ADA Center does not warrant the accuracy of any information contained herein. Furthermore, in order to effectively provide technical assistance to all individuals and entities covered by the ADA, NIDILRR requires the Southeast ADA Center to assure confidentiality of communications between those covered and the Center. Any links to non-Southeast ADA Center information are provided as a courtesy, and are neither intended to, nor do they constitute, an endorsement of the linked materials. You should be aware that NIDILRR is not responsible for enforcement of the ADA. For more information or assistance, please contact the Southeast ADA Center via its web site at ADAsoutheast.org or by calling 1-800-949-4232 or 404-541-9001. 35 9