What Happens After The Bias Trainings?

“The positive effects of diversity training rarely last beyond a day or two, and a number of studies suggest that it can activate bias or spark a backlash.”


Why Diversity Programs Fail
Harvard Business Review

Most organizations

find that while their bias trainings have checked off an important box, the results are far from what they hoped.

While bias training can be a productive first step, thousands of research studies prove they are not enough. Inclusivity does not happen overnight--along the way you come across mistakes and setbacks. They are inevitable. How you respond can make or break employee trust, lead to resolution or escalation, and make the difference between stronger relationships or heartache.

How Employees Respond to Disrespect

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Percentage of Employees Who...

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Some of the crucial missing elements from bias and diversity trainings are tools for employees to respond constructively to a microaggression when it happens to them.

Without these tools, the employee suffers, their productivity dips and microaggressions are perpetuated. This vicious cycle leads to a workplace environment that is prone to high turnover rates, low morale, and a weakened culture.

With the right tools, employees are empowered to first process microaggressions in a way that mitigates emotional damage and resentment; then offer respectful feedback in a way that educates, empowers and strengthens relationships.

Responding to Microaggressions

A Course Built To
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De-escalate and heal

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Strengthen relationships

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Transform culture

Research shows that trying to force leaders and other
employees to admit bias and change their behavior can lead to resentment and rebellion, producing the
opposite of intended results.

For real inclusivity, individuals must experience genuine insight and self-motivated change. This happens best through effective communication in the moment.

Responding to Microaggressions gives teams the
right tools for this to happen.

HOW IS THIS DIFFERENT? 

Traditional bias trainings focus on explaining bias and its cost, hoping it will go away. But RTM has a more realistic and practical approach.
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Targets solutions, rather than focusing on explanations

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Gives employees techniques to handle microaggressions when they occur

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Provides tools for individual processing & healing when a microaggression occurs

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Helps eliminate emotional damage & costly consequences

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Provides specific words & phrases to effectively respond to microaggressions

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Based on proven neuroscience & behavioral science research

Topics Include

  1. How to ease emotional damage & take positive action
  2. Detailed steps to communicating your feedback

  3. Specific talk points, words & phrases

  4. ​Best practices for an educational, productive conversation

  5. ​Tips for dealing with defensive reactions

  6. ​Coaching for allies—what bystanders can do

  7. Case studies and role-playing with individual coaching

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Our Clients Include
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More

Meet the Coach

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Nina Irani Surya

Nina Irani Surya is the President and CEO of UniqueSpeak Consulting and has served as the speech and communication coach to top level executives of Fortune 100 firms, politicians and public figures in the media and entertainment industry.

After studying fine arts and communications at New York University, Nina traveled around the world studying human thought processes and the neurology of communication and decision-making. She specializes in integrating cutting-edge neurological findings with time-proven communication techniques to create innovative approaches to communication.

Nina is the creator of numerous leadership and communication techniques which are used by professional speakers, public servants and leaders in various industries. One of the processes she created, Ground of Being™, has received worldwide recognition and is used in over 17 countries on 5 continents.

All trainings are custom-designed to fit your exact needs.

Want to know more?

Private Coaching & Group Sessions

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  • Leaders & executives

  • Mentors & coaches

  • Human Resources

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  • Departments

  • Divisions

  • Company-wide

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  • ERGs

  • Networking groups

  • Affinity groups