1. Race Relations and Social Justice

Diversity Competence & Sensitivity Training

Employees approach their jobs from a multiplicity of worldviews. Some worldviews facilitate diversity competence, and some the converse. Diversity competent managers and employees need to be aware of factors that diminish competence, and negatively impact manager to employee, employee to employee, and employee to customer relationships. This is an experiential workshop.

The overall goal of the workshop is to enable managers and employees to become more self-aware, and to realize the impact and outcomes of negative emotions, cognitions, and behaviors the on self-esteem of others, and productivity, and company anticipated outcomes.   Managers and Employees will become more attuned and sensitive to the challenges faced by diverse populations.

Some areas of focus include:

1. Topics such as: prejudice, stereotypes, microaggressions, unconscious bias.
2. Racial Attitudes, Racial Identity Development, Interracial Comfort Index.
3. Emotional, psychological, and physiological aspects of fear will be explored.
4. Diversity Competence- utilizing the above information to understand various groups of employees and to facilitate increased acceptance and support.

Facilitating Communicating on Race

Society needs to have continuous dialogues about race because it is a foundation on which American society was built, and continues to guide major contemporary political, social, and economic decisions. For society to move forward and become an Antiracist society, we need to comprehend the dynamics of racism, and engage in making America less racist.

Some areas of focus include:

1. The concept of race from historical, biological, social, and religious perspectives.
2. The location of one’s racial views based on the Racial Identity Scale.
3. A discourse on White privilege.
4. An analysis of contemporary societal structures such as Education, the Criminal Justice System, Politics and Religion from a racial perspective.
5. How to facilitate employee racial discourse among races and ethnic groups.

Allyship and Self Care

Since the death of George Floyd on May 25, 2020, the concept of allyship has taken on additional proportions both within the workplace and the community at large.  “Allyship is expressing solidarity with and acting on behalf of discriminated, marginalized, and oppressed persons within one’s sphere of influence. The focus is to utilize one’s  privilege, to challenge and change the individual and systemic Racism that causes the oppression.” –  Melvin James

Allyship in the workplace fosters diversity and inclusion, which culminates in greater productive efficiencies, and thus a greater level of profits. Allies need to be cognizant of the demands placed on oneself by being an advocate.

Some areas of focus include:

1. Comprehending individual and institutional racism.
2. Understanding the rewards and challenges of Allyship.
3. Understanding one’s location on the Racial Identity Development scale as it determines one’s readiness for Allyship.
4. Characteristics of an Ally.
5. Role of an Ally.
6. Physical and Mental Impact of being an Ally.
7. Self-care measures to minimize Burnout.
8. Racial Healing.

Understanding the Effects of Racial Trauma

Racial Trauma represents a cluster of psychological and physiological experiences, which severely impact persons of color and indigenous persons (POCI), who have been subjected to discrimination and racism.  The chronic stress, anxiety, anger, depression, mistrust and various medical problems such as hypertension and diabetes caused or exacerbated by this discrimination has profound negative effects on workplace productivity, wellbeing, and longevity.  It is important that managers and employees comprehend the effects of their actions and behavior on marginalized and oppressed populations.

Some areas of focus include:

1. Definition of Racial Trauma.
2. Social and economic characteristics that can lead to Racial Trauma.
3. Intersections between prejudice, discrimination, and oppression with Racial Trauma.
4. Psychological Symptoms of Racial Trauma.
5. Medical Symptoms of Racial Trauma.
6. Impact of Racial Trauma on Genetics and Inheritance.
7. Assessment of Racial Trauma
8. Treatment Modalities for Racial Trauma
9. Minimizing Racial Trauma in the Workplace

2. Human Resources

Systemic Leadership Development

Stephen Covey stated, “Leadership is a choice, not a position.”  Organizations are only as strong as the leadership competencies which its leaders possess. In this very competitive environment, the survival of many organizations depends on the quality of leadership.  Hence, it is critical to ensure that leaders are trained and supported to have the skills to influence, motivate and strategize with employees to fulfil the mission and vision of the organization.

Some areas of focus include:

1. The critical role of leadership.
2. Theories of Leadership and Systems Theory.
3. Leadership and Ethics.
4. Performance Management Systems.
5. Competent Intercultural Leadership.

Systemic Strategic Planning

Strategic Planning is an essential component of an organization’s map. It indicates how the organization plans to fulfil its mission and vision. In this workshop, emphasis is placed on strategic thinking and planning, to enable an organization to be competitive and to fulfill its vision.

Some areas of focus include:

1. Understanding the context and process of Strategic Planning
2. Understanding the benefits of Strategic Planning
3. Preparing for the Planning process
4. Incorporating Stakeholders in the process
5. Environmental Assessment -Strengths, Weaknesses, Opportunities, Challenges
6. Evaluation of the Environmental Assessment
7. Recommendations for the management of the Strategic Plan

Systemic Strategic Planning and Management

Strategic Planning is an essential component of an organization’s map, as it indicates how the organization plans to fulfil its mission and vision. Successful strategic planning critically involves the three subsystems of organization structure, employees, structure, and management. The direction and sustainability of a company is solidly dependent on the quality of the Strategic Planning and Management process.  An intended outcome would be to empower the stakeholders of the process, to engage in continuous improvement of the process.  This training is intended for management personnel who have completed the Systemic Strategic Planning workshop

Some areas of focus include:

1. An exploration of the Mission, Vision, Values, and Strategic Planning history of the Organization.
2. The development of a Strategic Planning process.
3. Evaluation of the Market and Competitor Analysis.
4. Environment Assessment – SWOT/C.
5. Development of Strategic Objectives.
6. Developing an Organizational Vision for the Future of the Company.
7. Developing a process to implement the Strategic Plan.
8. A model for the continuous assessment of the implementation of the Strategic Plan.

Diversity, Equity, and Inclusion in the Workplace

The U.S. Census Bureau projects that in 2040 (less than 20 years from now), the current minority population will be about equal to the Non-Hispanic White alone population.  By the year 2050, Non-Hispanic whites will constitute 47% of the population. Hispanics will be 29% and Blacks will be 13%. The current minority population will constitute 53% of the U.S. population. The issues of Diversity, Equity and Inclusion (DEI) will play an even more critical role in the life, survival, and profitability of any company or organization.  It is imperative that companies and organizations begin immediately to prepare for such major demographic changes or risk survival.

With the current minority population as the majority workforce and consumers, the issues of diversity, inclusion and equity become critical elements for the success and profitability of any company. Diversity, Equity, and Inclusion addresses issues of race, ethnicity, gender, gender identity, religion, sexual orientation, age, socioeconomic status etc.

Diversity ensures that employees and cultural perspectives of the population are represented in the workforce.  Equity indicates that the policies, procedures, and practices of the organization demonstrate fairness and parity in promotions and allocated resources to all employees.  Inclusion requires that the power, voice, and organizational culture of the organization be represented by the diversity represented in the employees.

This interactive workshop enables management and employees to visualize their organization demonstrating diversity, inclusion and equity, and the philosophy, policies,  procedures, and practices necessary for implementation sustainability.

Some areas of focus include:

1. Understanding diversity, equity, and inclusion within the American context.
2. Emotional and Cognitive responses to diversity.
3. The business calculus for diversity.
4. Issues that challenge organizations to implement an authentic diversity, equity and inclusion program.
5. Building diversity competence among employees.
6. Building diversity competence, equity, and inclusion at the managerial levels.
7. How to maintain diversity, equity, and inclusion in the organization.
8. How to assess for diversity, equity, and inclusion in the organization.
9. Enabling organizations to transform DEI offices from being reactive to becoming Proactive.

Remote Work and Psychological Health

With the advent of Covid-19 in early 2020, many companies and organizations allowed their workers to work remotely. In July 2020, an anonymous survey asked workers from some major tech companies, “Is Working from home hurting your mental health?”. Two-thirds of the close to 10,000 respondents indicated yes.

Some areas of focus include:

1. The various rationales for Remote Work.
2. Home stressors and Remote Work.
3. Work expectations for Remote Work.
4. Balance between work-home life.
5. Communication between Management and Employees regarding Remote Work Stress.
6. Navigating boundaries during Remote Work.
7. Facilitating your Office space at home.
8. Identifying and Addressing Psychological and Medical Issues arising from a Remote work environment.

Organizational Structure

Many persons in mid and upper management, have no idea as to how the administrative role in the organization was structured, nor the main intended functions.  Many organizations function by the “seat of their pants”. There are no defined philosophies or theories based on sound organizational management. Consequently, there are a variety of perspectives which are sometimes conflictual among many persons in management and administration.

The purpose of this workshop is to enable participants to comprehend the structure of their organization, and to assess the structure and function relative to the intended outcomes.

Some areas of focus include:

1. An analysis of various organizational designs.
2. Guidelines in selecting the design framework.
3. Designing the structure in terms of various organizational roles.
4. The STAR model – Lateral and Horizontal.
5. Organizational Culture and Ethical Values.
6. Decision Making Models.
7. Staffing and Evaluation.
8. Compensation models.
9. Managing change and transitions.

Organizational Behavior

A comprehension of Organizational Behavior is essential for all persons in leadership and management in any organization.  The intersections between individual and group behaviors, and organization systems, determine the degree to which organizations achieve their strategic goals or their level of profitability.

Some areas of focus include:

1. Diversity in Organizations.
2. Personality Development and implications for work.
3. Factors that affect motivation.
4. Employees adapting to Change Management.
5. Dynamics of Work Teams.
6. Organization Communication Systems.
7. Occupational Stress.
8. Solution Centered Conflict Resolution.
9. Organizational Structure.

Occupational Stress

The American Institute of Stress states that businesses loose up to $300 billion yearly because of workplace stress; 83% of workers suffer from work-related stress; this stress results in $190 billion in annual healthcare costs; and that only 43% of employees think that their employers care about their work-life balance.  Hence, it is critical that companies have continuous consultations and trainings regarding the impact of occupational stress.

Some areas of focus include:

1. Sources of Worker Stress – Organizational Structure and Expectations;
   Employee Interpersonal Relationships; Work Task and Work Role Stressors;
   Harassment; Supervisor-Employee Relationships.
2. The Psychophysiology of Stress.
3. Effects of Worker Stress – Related Physical and Mental Health Problems.
4. Occupational Stress and Employee Output.
5. Stress and Burnout.
6. Stress-Reduction Organizational Programs.
7. Facilitating Management Stress-Reduction Techniques.
8. Health Promotion.

3. Mental Health

Remote Work and Psychological Health

With the advent of Covid-19 in early 2020, many companies and organizations allowed their workers to work remotely. In July 2020, an anonymous survey asked workers from some major tech companies, “Is WFH hurting your mental health?”. Two-thirds of the close to 10,000 respondents indicated “Yes”.

Some areas of focus include:

1. The various rationales for Remote Work.
2. Home stressors and Remote Work.
3. Work expectations for Remote Work.
4. Balance between Work-Home life.
5. Impact on Supervision between Supervisor and Remote Work Employee.
6. Communication between Management and Employees regarding Remote Work stress
7. Navigating boundaries during Remote Work
8. Facilitating Office space at home.
9. Identifying and Addressing Psychological and Medical Issues arising from a Remote work enviroment

Occupational Stress

The American Institute of Stress states that businesses loose up to $300 billion yearly because of workplace stress; 83% of workers suffer from work-related stress; this stress results in $190 billion in annual healthcare costs; and that only 43% of employees think that their employers care about their work-life balance.  Hence, it is critical that companies have continuous consultations and trainings regarding the impact of occupational stress.

Some areas of focus include:

1. Sources of Worker Stress – Organizational Structure and Expectations;
   Employee Interpersonal Relationships; Work Task and Work Role Stressors;
   Harassment; Supervisor-Employee Relationships.
2. The Psychophysiology of Stress.
3. Effects of Worker Stress – Related Physical and Mental Health Problems.
4. Occupational Stress and Employee Output.
5. Stress and Burnout.
6. Stress-Reduction Organizational Programs.
7. Facilitating Management Stress-Reduction Techniques.
8. Health Promotion.

Conflict Management

It would be wonderful and gratifying  if the employees we hire, or the volunteers who work in our organizations, would not carry their conflicted and conflicting personalities to the workplace or home office.  High levels of organization conflict have a debilitating impact on an organization.  It negatively impacts group and team cohesion, utilizes many supervisor-employee conferences, and ultimately reduces the level of productivity of the organization.

Hence, it is important that supervisors and managers be able to identify the sources of conflict, comprehend the psychological and other aspects of conflict, and have managerial tools to promote harmony and productivity in the organization. This workshop will be very interactive.

Some areas of focus include:

1. Understanding the psychology, biology and social causes of highly conflicted personalities.
2. Increasing the ability to identify possible high conflicted persons during the interview, and the onboarding process.
3. Recognizing how conflicted persons think, feel, and behave.
4. Understanding the sources and types of conflict at work.
5. Understanding the Conflict Process.
6. Helping supervisors/managers comprehend how their personality and managerial styles, contribute to and maintain a very conflictual work environment.
7. Implementing Conflict Management Techniques.

Understanding the Effects of Racial Trauma

Racial Trauma represents a cluster of psychological, physiological, and medical symptoms which impact persons of color and indigenous persons (POCI), who have been subjected to stereotypes and racism.  The stress caused by discrimination has profound negative effects on wellbeing and longevity.  It is important that non POCI persons, comprehend the effects of their actions and behavior on marginalized and oppressed populations.

Some areas of focus include:

1. Definition of Racial Trauma.
2. Social and economic characteristics that can lead to Racial Trauma.
3. Intersections between prejudice, discrimination, oppression, and Racial Trauma.
4. Psychological Symptoms of Racial Trauma.
5. Medical Symptoms of Racial Trauma.
6. Racial Trauma, Epigenetics, and Inheritance.
7. Assessment of Racial Trauma.
8. Treatment of Racial Trauma.
9. Reducing the levels of Racial Trauma in the Workplace.

Personality Disorders and Religious Behaviors

Religion plays a pivotal role in the lives of many persons. Whether religious adherents belong to Christianity, Judaism, Islam, Buddhism, Hinduism, or other religions, there is in the U.S. the guaranteed freedom of worship to any religious expression. While admission to organizations or employment in some professions require a personality assessment, religious organizations do not require any personality assessment for its general adherents.

Consequently, individuals with various personality types do provide challenges to the structure, function, cohesion, and harmony of various religious organizations.  This workshop enables religious leaders to comprehend personality types and its impact on organizational functioning and recommends some approaches to mitigate the conflicts that arise from some personality types.

Some areas of focus include:

1. Unstable Emotional and Cognitive Personalities.
2. Distrustful Personalities.
3. Antisocial Personalities.
4. Narcissistic Personalities.
5. Obsessive-Compulsive Personalities.
6. Assessment of Personality Types.
7. Navigating the challenges of these personalities.
8. Psychological treatment for these personality types.

4. Health Care and Diversity Competence

Health Care, Cultural Competence and World Views

The third leading cause of death in the United States after Cardiovascular disease and Cancer, is Medical Errors.  With health care costs close to $4.0 trillion annually, there is indeed alarming that if one visits a health provider’s office, a clinic or hospital, and does not have a cardiovascular disease or cancer, that the next probable cause of mortality is a medical error committed by a trained health care professional.

One reason that there is such a high rate of medical errors is the lack of sufficient training in health- care-cultural competence.  Many health care providers are trained to examine for diseases and not for illnesses.  Illness is the manner in which persons express the symptoms of disease, and factors such as worldviews, cultural traditions and religious traditions influence how patients respond to disease.

In this workshop we examine some of the factors such as religious beliefs, cultural traditions, family traditions, medical and psychological practices which affect healthcare providers’ relationship with patients, and how culturally competent care can minimize medical errors.  We examine traditions of our patients from around the world and the impact on the delivery and receipt of health care.

Some areas of focus include:

1. Various beliefs about life, illness, and death.
2. Major religious traditions.
3. Traditional medical practices.
4. Various views on the use of medications and medical procedures.
5. Views on diet and nutrition
6. Cultural traditions
7. The impact of the above in interactions with health care providers
8. A survey of some practices from the various continents of Asia, Africa, Europe, North America, South America, and areas of the Caribbean and Middle East will be conducted.

Health Care, Cultural and Diversity Competence

The third leading cause of death in the United States after Cardiovascular disease and Cancer is Medical Errors. With health care costs close to $4.0 trillion annually, there is indeed much cause for concern that if one visits a health provider’s office or a hospital, and does not have a cardiovascular disease or cancer, that the next probable cause of mortality is a medical error.

One reason that there is such a high rate of medical errors is the lack of sufficient training in healthcare-cultural competence.  For a health-care provider to demonstrate cultural competence, at least three basic criteria are required.

1. Knowledge of oneself in terms of biases, stereotypes, and racist attitudes.
2. Knowledge of world views that diverse patients hold.
3. Knowledge and demonstration of the skills and practices required to deliver appropriate culturally competent health care.
4. Knowledge of how medical issues are presented differently in various racial and ethnic populations

Some areas of focus include:

1. Comprehending the foundations of the U.S. Healthcare system
2. Health care disparities based on race, ethnicity, sexual orientation, gender etc.
3. Approaches to decrease levels of disparities.
4. An examination of medical issues presented differently in various racial and ethnic populations
5. The relationship between Racial Identity Development and cultural competence
6. Developing health care cultural and diversity competence for Administrators
7. Developing health care cultural and diversity competence for direct providers
8. Developing cultural and diversity competence in health care organization
9. Best practices in diversity competent health care delivery

5. Equity and Justice in Higher Education

Equity and Justice Leadership in Higher Education

Higher Education institutions such as Community Colleges, Four Year Colleges and Universities are being called to be accountable for issues of equity and justice. Typically, tertiary institutions are very resistant and reluctant to change.  The concept and philosophy that these institutions (especially state owned and not for profit) are there to provide an education to students, conduct research, and thus are not easily subject to market forces, political and social developments, render an aura of Invincibility and Privileged Immunity.

The COVID-19 pandemic has certainly challenged this perspective. This workshop aims to provide and guide higher education administrators with the tools to maneuver these large ocean liners to ports of equity and justice.

Some areas of focus include:

1. Analysis of the political, economic, and social determinants of the school’s existence.
2. Analysis of the key stakeholders of the Institution.
3. Review Mission, Vision & Value Statements that guide the Institution.
4. How to Develop Equity Minded Leadership.
5. Envisioning the institution as a place where equity and justice is pervasive.
6. Administrative decision making with equity as a goal.
7. Recruitment, hiring, promotion, retention of employees with equity as a goal.
8. Creating a Culture and Milieu of Equity and Justice.
9. Enabling the Office of Diversity, Equity, and Inclusion to move from a reactive To a proactive entity

6. Religious Organizations

American Religious Life and Racism

A review of several studies has found a positive correlation between religious persons and prejudice/racist beliefs and practice.  The role of American religious organizations, slavery and racism is not well known among religious circles, even though there is extensive documentation.  Many religious persons in Christianity, believe that they  have found Biblical support for their belief that God has ordered the inferiority of African Americans and other minority populations.

This seminar examines the sources of the various racist beliefs and examines them from a balanced Biblical exegesis and scientific information.

Some areas of focus include:

1. Race and Religion in England in the 1600s.
2. Race and Religion during the Colonial Period.
3. Race and Religion pre-Civil War (1861-1865).
4. Race and Religion during the Jim Crow period.
5. Race and Religion during the Civil Rights Movement.
6. Race and Religion in the Twenty -First Century.
7. Address current issues on Racism within various Religious Frameworks.

Religion and Social Justice

A key tenet of the Judeo-Christian religion is a focus on social justice.  In the Hebrew Bible, whether in the Pentateuch, Writings, or the Prophets, we have repeated pronouncements of social justice as a fundamental element of religious life.  In the New Testament Christ picked up that mantra from Isaiah and utilized it as the Christian Manifesto in the Gospel of Luke where He indicated that God’s Spirit was upon him to bring social justice in the areas of poverty, the Criminal Justice System, health care and societal oppression.  This is a central mission of the Christian church.

The seminar examines this central mission of the church and examines modalities in implementing that mission.

Some areas of focus include:

1. Social Justice in the Hebrew Bible/Old Testament.
2. Social Justice in the New Testament.
3. The Biblical mandate for social justice.
4. Religious, political, social, and economic barriers to implementing social justice.
5. Preparing and maintaining Social Justice congregations.
6. Models of social justice implementation.
7. Some areas for social justice program implementation include: Education, Health care, Food insecurity, Poverty, Racism, Sexism, White Privilege.

Personality and Religious Behaviors

Religion plays a pivotal role in the lives of many persons. Whether religious adherents belong to Christianity, Judaism, Islam, Buddhism, Hinduism, or other religions, there is in the U.S. the guaranteed freedom of worship for any religious expression. While admission to organizations or employment in some professions require a personality assessment, religious organizations do not require any personality assessment for its general adherents.

Consequently, individuals with various personality types do provide challenges to the structure, function, cohesion, and harmony of various religious organizations.  This workshop enables religious leaders to comprehend personality types and its impact on organizational functioning and recommends some approaches to mitigate the conflicts that arise from some personality types.

Some areas of focus include:

1. Unstable Emotional and Cognitive Personalities.
2. Distrustful Personalities.
3. Antisocial Personalities.
4. Narcissistic Personalities.
5. Obsessive-Compulsive Personalities.
6. Assessment of Personality Types.
7. Navigating the challenges of these personalities.
8. Psychological treatment for these personality types.

7.Criminal Justice System

The Criminal Justice System (CJS) is a critical component of American life.
The CJS system consists of Law Enforcement, Judicial, and Corrections. These sub-systems have a pivotal role in the life of the American public. The total adult correctional US population skyrocketed from 2 million in 1980 to over 7 million in 2010, and currently stands at 6.5 million persons. The US population is close to 5% of the world population, yet its prison population is almost 25% of the world’s prison population.

Many of these persons are from the racial minorities and lower socioeconomic status, who have been severely impacted by the inequities in American society.  The educational, economic, physical, and mental health, and the quality of family outcomes for millions of Americans are dependent on the policies of the CJS.  The Pledge of Allegiance states, “One Nation under God, indivisible, with liberty and justice for all”.  We live in a Nation where equal justice is a remote distance for many citizens, especially Black and Brown.

The training of CJS staff on social justice issues and diversity competence, will help attain the stated goal of the Pledge of “equal justice for all”.

Law Enforcement

Some areas of focus include:

1. A review of the stereotypes and biases we carry, and how they impact our work.
2. Understanding the development of policing in the U.S.
3. Understanding various attitudes of minorities towards law enforcement.
4. Understanding the psychological and medical aspects of racism on minorities.
5. Understanding the ways in which persons respond to racial trauma.
6. Understanding the levels of psychological maturation in the teenage years.
7. Understanding the biopsychosocial aspects of criminal behavior.
8. Comprehending your role in Law Enforcement.
9. Developing a Compassionate Law Enforcement Framework (CLEF).

Judicial System

Some areas of focus include:

1. A review of the stereotypes and biases we carry, and how they impact our work.
2. The role of the judicial system.
3. A review of the philosophical views we carry as judges and magistrates.
4. Understanding the biopsychosocial aspects of human behavior.
5. Trauma and criminal behavior.
6. An exploration of the concept of Judicial Social Justice.
7. An exploration of the various views on Justice.
8. An exploration of Restorative Justice.
9. Comprehending your role in the Judicial System.
10. Developing a Compassionate Model of Judicial Decision Making.

Juvenile Justice System

Some areas of focus include:

1. A review of the stereotypes and biases we carry, and how they impact on our work.
2. A review of Juvenile Justice Systems in select countries.
3. A biopsychosocial review of juvenile delinquency.
4. Trauma and criminal behavior.
5. A review of African-American juvenile delinquency.
6. Relationship between schooling and delinquency.
7. Understanding the developing brain of a juvenile.
8. Models for comprehending delinquency.
9. Comprehending your role in the Juvenile Justice System.
10. Developing a Compassionate Model of Juvenile Justice.

Corrections

Some areas of focus include:

1. A review of the stereotypes and biases we carry, and how they impact our work.
2. A review of current Correctional Systems.
3. A biopsychosocial review of criminal behavior.
4. Trauma and criminal behavior.
5. Understanding African American male and female personhoods.
6. Correctional Philosophies and Models.
7. Comprehending your role in the Correctional System.
8. Developing a Compassionate Corrections Model.