Diversity, Equity & Inclusion Programs

This session explains what “diversity” encompasses in the US and the considerations used in determining the relevant concerns in this country and abroad. We will discuss the changing population demographics and associated effects on workforce and customer/client diversity, as well as the individual and organizational benefits of diversity and
inclusion.

In this workshop participants will learn about implicit (or unconscious) bias, how it works and where it comes from. We will discuss the impact that implicit bias can have on individuals and institutions and talk about strategies for mitigating bias. Additional topics will include increasing bias literacy and factors that promote more inclusive workplaces.

A research-based workshop that addresses gender and culturally based implicit biases that are manifested through “micromessages,” which includes how looks, gestures, tone of voice, or the framing of feedback shape our culture, our workplaces, and individuals. Participants will learn about the cumulative effect of microaggressions in the workplace, and how to counterbalance them with more affirmative and inclusive language and practices.

Cultural competency refers to one’s ability to work effectively across cultures. This workshop is designed to help individuals and organizations take the first step toward creating culturally responsive workplaces by introducing them to the six stages of the cultural competence continuum. Our facilitator(s) will help participants examine specific workplace issues through the lens of this continuum and talk about strategies for increasing individual and organizational cultural competency.

This session provides resources and strategies that are designed to increase participants’ knowledge of best practices in transformational leadership and change agency. We will facilitate guided learning experiences that help change agents understand how to build coalitions within groups and between groups, establish areas of common interest, and then begin to move forward as a more cohesive unit.

The Change Makers program provides participants with tools that enable them to identify barriers for women and act as change agents to promote gender parity and transformational leadership in their workplaces. The modules, delivered by Rutgers faculty members and industry practitioners, are designed to engage cohort members in a broad range of discussions and activities in the following areas:

• Exploring Women’s Leadership

• Using a Gap Analysis Model to Address Workplace Barriers

• Advancing Change Agency and Transformational Leadership

• Assessing Workplace Culture

• Leading Strategic Change

• Intelligent Influence

• Leadership in Action – Leadership Panel Discussions

> Learn more about Change Makers

Early career is the best time for aspiring women leaders to identify and develop the skills needed to map potential pathways and advance to the top – filling gaps in the diverse leadership pipeline. This certificate program is geared towards organizations who want to boost their talent channel by addressing that need at both the individual and organizational level.

> Learn more about Level Up!

This module introduces general concepts of leadership development, particularly as they relate to specific challenges women face in their careers. Participants will review skills, strategies and techniques that help lead to personal and professional success, including the role of mentors, sponsors, and advocates. They will begin mapping leadership paths, discuss organizational and societal barriers, and examine the role of women in management.

The theory of negotiation skills, and perceived success, normally tends to build on masculine traits. The gender-gap gets reflected in several outcomes, from recognition to pay gaps that continue to exist. This session will focus on the basic theory of negotiation, key terminology, and typical pitfalls as well as strategies to avoid them. 

In this workshop participants will learn about building a personal brand to help them advance their careers, ensuring their career goals are in alignment with their brand, and how to network effectively based on their goals. Participants will use various processes, engage in hands on exercises, and will take their approach through the lens of an "intrapreneur".

The idea of “imposter syndrome” has been making its way into our collective consciousness over the past few years. In this workshop participants will learn about the symptoms of imposter syndrome, who is most likely to be affected by it, how it plays out in the workplace, and strategies for overcoming it.

In this session participants will explore the intricacies of social network dynamics and their impact on leadership development. They will learn how to apply the principles of organizational network analysis to leadership roles and career paths, as well as how to take stock of the social capital in their networks.

This training is designed to introduce the basic elements of effective communication and help participants understand how becoming better listeners can improve their ability to provide constructive feedback in the workplace. The session will integrate small group activities and discussions to keep participants engaged in the process of active listening and demonstrating understanding.

This session provides an in-depth look at work-life issues in our hyper-competitive economy through the lens of women leaders. Participants will explore the concepts of work-life “balance”, “conflict” and “integration”, as well as the impact of generational differences on approaches to work-life issues. Lastly, they will explore the role of organizational leaders in supporting work and life.

This workshop is designed to help participants identify factors that contribute to the pay gap and understand how gender pay disparities affect women, families, and communities at large. We will discuss the federal/state laws that govern equal pay, as well as current data trends on the pay gap across various industries. We will also examine strategies to assess compensation practices at their institution and identify resources to help ensure compliance and equity.

Participants in this workshop will learn how to define sexual harassment and examine how it enables a harmful work environment, as well as identify risk factors for the most vulnerable populations. Our discussion will focus on how institutional and societal norms/values contribute to positive or negative workplace cultures, thus creating unsafe conditions. We will talk about how to develop strategies for creating a culture that goes beyond compliance starting with upper-level management and creating a lasting effect throughout every level in our institutions.