Posts Tagged ‘diversity training’

Happy New Year – My Top 7 Blogs of 2013

Happy 2014
As we end 2013 and enter the new year, 2014, I would like to quickly recap my “top 7” blogs of the year based on number of hits. I average about 30 blog entries per year, mostly around my two areas of consulting expertise: Diversity with a specialization in the LGBT (Lesbian, Gay, Bisexual, Transgender) workplace and marketplace; and career and skills development based on my innovative Total Engagement Career Mapping process.

Top 7 in reverse order:

Number 7: This blog, actually published in April 2012, was still number 7 this year, “I Was a Victim of Stereotyping … and It Hurt!” As a white man in the US, I do not often experience the horrors of stereotyping that many minority communities do in this country, but in one case I was judged and stereotyped, and it really did hurt.

Number 6: From May of this year, “Five Important Ramifications of NBA Pro Basketball Player Jason Collins’ Coming Out” as a gay man. After the media hype died down, I shared some long lasting implications of Jason Collins coming out. I also shout out to this year’s WNBA’s first draft pick, out lesbian Brittany Griner.

Number 5: A special satire piece I wrote for Labor Day in early September, “The Largest Threat to the American Economy and Entrepreneurism!” What I share from personal experience as the largest threat may surprise you.

Number 4: Actually this was a blog originally published in 2011 and I am very glad to see it still getting a lot of readers, “Three Components of Diversity Training.” When I was asked to submit a bid to a Fortune 500 firm for design and delivery of a one-day diversity and inclusion workshop for middle managers, I studied my past material and prepared my bid, and realized that successful diversity training needs to contain three major components. You will need to click and read to see what they are!

Number 3: “Five Heroes of the Early US Gay Rights Movement.” And it truly a diverse group that includes women, men, transgender, an African-American and a religious leader.

Number 2: After seeing an article called “5 Things to Never Say to Black People” on the Diversity Inc. website – I was inspired to write my own blog – “5 Things to Never Say to Gay People.” This was the first blog that I ever wrote that got 200 hits within 24 hours of being published!

… and my Number 1 most read blog in 2013: “Five Common Misconceptions about Gay People.”

Thanks to all the readers who enjoy and share my blogs. In 2014, if you want to be notified each time I do publish, you can like my business facebook page (Link), or if you subscribe to my monthly e-newsletter, I include a short summary and links to the past month’s writings.

Wishing all my readers a wonderful 2014 filled with much contentment and success!

Three Components of Diversity and Inclusion Training

Please feel free to contact me to discuss how I can provide customized and exciting diversity and inclusion training for your organization. Stan Kimer, 919-787-7315. Stan@

UPDATED DECEMBER, 2015: I published a new blog to go along with this one – CONTENT of Diversity and Inclusion Training where I provide a sample outline of the topics I typically include in a training session.

Also check out links to additional blogs and resources at the bottom.

I recently was asked to submit a bid to a Fortune 500 firm for design and delivery of a one-day diversity and inclusion workshop for middle managers. As I studied my past material and prepared my bid, I realized that successful diversity training needs to contain three major components that I call heart, mind and action.

First, leaders need to be inwardly and sincerely (in their hearts) be convinced of the importance of diversity and inclusion, and how critical it is to their enterprise’s success. Unless leaders internalize this topic and are truly committed and passionate, they may just half-heartedly go through diversity actions. Eventually this will show through in mediocre execution and performance. True commitment and passion will lead to excellence in execution.

Second, leaders need to be given the content knowledge that speaks to their minds. In addition to inward passion, the intelligent and analytical mind needs to be provided compelling logic, business case information, principles and useable tools. Basically content knowledge adds the structure around the base of passion and commitment. Link to my blog about the business case for diversity.

And third, any successful training must also end with a call to action where leaders put in place ongoing plans to apply what they have learned. So often one day workshops conclude and after a week or two everyone is back to the “same old, same old.” I recommend brief accountability sessions where trained managers document their execution and development plans around diversity, and then share in pairs or small groups for even 10 minutes once a quarter. Passion and knowledge combined with deliberate action will lead to the best results.

FINAL NOTE: It is important that all employees within an enterprise receive diversity and inclusion training. Co-workers are most often the frequent cause of employees not feeling welcomed and becoming unhappy at work, and most often it is the non-management employees on the front lines who interact with your diverse customers.

Link here to request an e-mail copy of my workshop descriptions.

Additional blog links:

A blog about how Diversity has become a Key Strategic Business Initiative.

In “The Business Case for Diversity” I provide a financial model for calculating return on investment for diversity initiatives.

In “Part 3 – Considerations of Aging” I write about the impact of aging and generational diversity on the workforce.

In “The Various Growing Types of Diversity” I discuss emerging hot topics in the diversity field, which continues to evolve.

A blog about how I provided diversity training for a company after a negative incident, and how it was a win-win for all parties.

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