Promising Practices for Integrating Diversity, Equity and Inclusion Into Your Organization
We see cultural humility as an ever-evolving commitment to curiosity and flexibility. We learn. We grow. We strive to create healthy, respectful relationships with one another.
Promising Practices for Integrating Diversity, Equity and Inclusion Into Your Organization is a four-part workshop series where you will gain the insights and tools to create systems change in your organization.
As mission-driven organizations, we aspire to build workplaces where individuals are valued and feel a sense of belonging.
It’s equally important that we recognize the business benefits to strengthening our DEI policies and practices too. When we expand our methods for recruiting and retaining a diverse team, we develop a healthier talent pool. When we bring together employees with different life experiences, we increase our power of creative thinking and problem solving. Collegial collaboration is more effective when people feel respected, trusted, and appreciated.
During this series, we will ask ourselves the hard questions about ways our organizations may or may not carry our values about diversity, equity and inclusion into practice. We will brainstorm together how to overcome the challenges we face as change makers as we work to help our organizations become truly diverse, equitable, and inclusive workplaces.
Who Should Attend
Promising Practices is open to staff at all levels who are change agents in their organizations or who aspire to roles where they can work on organizational transformation. While this offering is not limited to positional leaders, it will be especially helpful for those who are managers or supervisors.
Registration Deadline: Friday, October 27, 2023
Workshop Dates: Tuesdays, October 31; November 14; November 28; December 12, 2023
Delivery: Online via Zoom
Time: 9:30 a.m.-12:30 p.m.
During this four-part, online series, we will:
- Create a safe community of practice where participants can share, learn and support one another in their professional journey.
- Examine our roles as leaders and change makers in our respective organizations.
- Develop an understanding of social identity and the impact the Cycle of Socialization has had on our personal beliefs and behaviors.
- Identify the business benefits of inclusive hiring.
- Discuss promising practices in recruiting, evaluating, and interviewing for positions on our teams and in our organizations.
- Explore the model of Multicultural Organization Development Theory to assess our organizations’ stage of cultural competency and discuss next steps to strengthen staff retention.
- Gain a shared understanding of anti-racism and create action steps that will lead us closer to our goals of becoming anti-racist organizations.
Increasing Self-Awareness to Enhance Your Multicultural Responsiveness:
Cultural humility, cultural competency, and inclusive behavior all begin with self-awareness. During this workshop, participants will explore the ways in which our individual social identities and cultures influence our attitudes, beliefs, and behaviors.We will examine the Cycle of Socialization: where and how we learn our beliefs and the Cycle of Liberation: how we can liberate ourselves from the more damaging/harmful beliefs we hold.
Recruiting and Retaining a Diverse Team:
The research on productive workplaces shows that diverse teams are more creative and successful in team problem solving, and recruiting a diverse team begins with a close examination of our current recruitment processes and a willingness to change.We will identify the benefits of inclusive hiring. We will examine the barriers we currently face in how we recruit, interview, and hire new staff. We will generate new practices to attract a more diverse pool of candidates and discuss how we can change our organizational culture so that we can successfully retain new staff members.
Building the Inclusive Workplace:
We will continue to build on the work we began in Recruiting and Retaining A Diverse Team using Six Signature Traits of Inclusive Leaders, a model created by Bourke and Dillon (2016).We will invite you to look at your own strengths, limitations, and opportunities in inclusive leadership and ask you to generate next steps you can take to become a more inclusive leader. We will also explore how these action steps can help to generate change in your organization.
Becoming an Anti-Racist Organization:We understand that becoming an anti-racist organization is a life-long, transformational process. In this workshop, we will create a common
understanding of what practicing anti-racism as an organization actually means and will identify how racism is operating within our organizations.We will define the actions needed to restructure our policies and practices to ensure that people of color fully participate in decision making and other forms of power sharing. We will commit to writing down our values and policies and integrating them into our organization’s culture and our daily operating practices.
Tiffenia Archie, PhD
Dr. Tiffenia D. Archie presently serves as the Associate Vice President of the Office of Institutional Diversity, Equity, Advocacy and Leadership (IDEAL) at Temple University (Philadelphia, PA) where her goal is to help advance diversity and inclusion in all facets of the campus community. She first began working at Temple in 2007 as the inaugural Director of Faculty Recruitment and Retention, working closely with the Provost and Deans on faculty recruitment goals, before moving to the assistant vice presidency.
Dr. Archie has worked in higher education for nearly 25 years, previously serving as the Assistant Academic Dean at Albright College where she also served as an Affirmative Action representative on hiring committees. She also teaches courses in sociology, including Introduction to Sociology; Race and Racism; Race, Class, and Gender; Social Problems and Statistics. She helped design Temple University’s Graduate Certificate in Diversity Leadership, a collaboration between IDEAL and the College of Education and was in the first co-hort of certificate earners.
Dr. Archie earned her doctorate in Sociology at Temple University (Class of 2003) and also completed facilitator training with the National Coalition Building Institute (NCBI). She attended the Management Development Program (MDP) at Harvard University’s Graduate School of Education.
Dr. Archie was the 2010 Recipient of the Outstanding Leader in Education Award presented by the Association of Black Women in Higher Education and is currently a member of the Albright College Board of Trustees.
I love Tiff's honesty. She talked about how she is still learning and shared some examples of that. I thoroughly enjoyed the mixture of storytelling, videos, handouts, and our small, breakout room sessions.
— Olivia Taduran, Assistant Director, Bi-lingual Domestic Violence Program Lutheran Settlement House, NELI Grad 2020
Tuition: $500 for the series
Installment Payment Plan Option:
- First payment of $250 due at registration
- Second payment of $250 due by November 27
- Credit Card (personal or business)
- Checks are to be made payable to “Bryn Mawr College”
- Please write "NELI" in the memo section.
Mail checks to: Laura Henrich, Program Coordinator
Nonprofit Executive Leadership Institute
Bryn Mawr College
Graduate School of Social Work and Social Research
300 Airdale Road
Bryn Mawr, PA 19010-1697
Cancellation and Refund Policy
- 100% refund of tuition if the workshop series is canceled.
- Participants will forfeit 100% of their tuition if they do not notify the program they are unable to attend by the close of business on Oct. 27 or if they choose to leave the program after it has begun.