Thank you for attending Ragan's Virtual Workshop, Diversity, Equity & Inclusion Certificate Course for Communicators. Below are the slide decks from the presentations, homework assignments, and bonus takeaway materials. Click here to view our event slides with additional awards, events and council information.

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Delivering DE&I: How to Take Your Plan, Program and Processes to the Next Level slides

• Kim Clark, Diversity, Equity and Inclusion Consultant, Ragan Consulting Group
• Janet M. Stovall, Senior Client Strategist, NeuroLeadership Institute

Watch the Session 4 Recording here 

In-Class Resources, Videos and Articles Mentioned

• Janet Stovall video: "The Power of Difference: UPS Supplier Diversity"
• Ally to Accomplice: Definitions Video, University of Pittsburgh
• Accessible Language Guide: University of Illinois 
• Articles shared is chat related to celebrating Thanksgiving in an inclusive, respectful manner to Native Americans:
  • https://www.prdaily.com/how-you-should-think-about-inclusivity-in-your-holiday-calendar/
  • https://www.vice.com/en/article/zmdmb8/how-to-celebrate-thanksgiving-on-stolen-land
  • https://www.sfweekly.com/news/how-to-be-an-indigenous-ally-for-thanksgiving-and-beyond/
  • https://www.culturalsurvival.org/news/8-ways-decolonize-and-honor-native-peoples-thanksgiving
  • https://www.smithsonianmag.com/history/thanksgiving-myth-and-what-we-should-be-teaching-kids-180973655/

Activate and Assess: How to Create and Measure DEI Communications slides

• Kim Clark, Diversity, Equity and Inclusion Consultant, Ragan Consulting Group
• Joseph Dawson, Director, Strategic Communications, Freddie Mac
• Vanessa Charles, Manager of Internal Communications, Boston Scientific

Watch the Session 3 Recording here

In-Class Resources

Measurement Tip Sheet

Boston Scientific Website Pages

• DE&I
• Combatting Racism
• Newsroom

Chat Q&A

• How do you have the uncomfortable discussion about microagressions when they are coming from a boss or someone who ranks higher than you?
  • Power dynamics are no joke -- and the main reason why most people say nothing and nothing is learned and nothing is resolved to the point of people leaving and even experiencing feeling unsafe which can lead to other more serious situations such as depression and anxiety.
  • One way or another, something needs to be said
  • I have trainings on this where I cover Calling In vs. Calling Out and all the options we have to do something
• I'm curious if there's a general process that people follow when becoming more aware and conscious of the unconscious bias we've all been conditioned with or if it's more similar to grief with different levels of awareness/processing happening at different times?
  • Yes to it all. We can talk more about this with Janet next week who does a lot of work on unconscious bias.
  • It’s practice. Cannot get rid of it but it’s getting better and better at catching it, especially in the moment. That’s gold. As well as putting the safeguards in our processes to help prevent bias from making it into our decisions and solutions.
  • Angela Wu suggestion: check out Harro's Cycles of Socialization and Liberation https://diversity.wisc.edu/wp-content/uploads/2019/11/Cycles-of-socialization-and-liberation.pdf
• @Rev. Deb. Interested in reading your work. Which book would you recommend first in context of this training?
  • Your Deepest Intent & The Sacred Yes
  • “White Fragility seems to be getting through to people”
• What is a good way to respond to someone who is frustrated by diversity recruitment goals, claiming that there is no one from the underrepresented group that qualifies for their open roles (usually this is more of a gender--specifically women--thing)?
  • They need to be more intentional and do more homework to show up in front of them
  • Many traditional and non-traditional channels, associations, community organizations exist - look, they are there
  • Review job descriptions, bias in language and qualifications
  • Training and focus for agencies and recruiters
  • You also have to have a compelling culture and reputation for anyone to give you a chance...people tired of getting burned, trust broken, having to assimilate & compromise - and people talk and share which companies to stay away from
• I hear from some folks specifically in the disability rights and autism awareness communities re: not wanting "people first" language b/c they see their disability or autism diagnosis as central to their identities. How do you navigate this stuff? It can feel so tough as a communicator to get it right.
  • There are general guidelines and part of that is making room for everyone to self-identify and to start, "people first" recognizes the person which is a big improvement over the status quo which reinforces bias of difference equalling deficit and dehumanizing people.
  • Some do want identity first, some don’t want to talk about their identities at all so starting with respecting human dignity and then if you get corrected then they respect you enough to tell you how they identify. Embrace it.
• Is it appropriate to create a team of diverse people to create a plan?
  • Yes. Much of DEI comms and especially content MUST be co-created.
  • We must co-create with the people who will benefit the most, who are currently impacted the most by being excluded from the table.
• Suggestions for services that offer more inclusive and authentic stock photography?
  • Shared on chat:
    • Nappy.co focuses on Black and Brown people
    • Picnoi.com focuses on people of color
    • Broadly Gender Photos offers representations of all different genders in common, everyday scenarios
    • Jopwell Collection shows business situations featuring diverse professionals; limited options; must credit Jopwell Collection
    • Iwaria African features high-quality photos
    • WOCinTech features women of color in tech
    • RawPixel.com is limited to ten downloads per day from the free collection
    • Pexels offers large collection of diverse photos; however, searching can be uneven
    • Unsplash is a repository of crowdsourced photos
  • Kim additions:
    • https://consciousstyleguide.com/design-images/
    • https://www.gettyimages.com/LGBTQGuide

Post-Module 3 Homework

• Complete the DEI Communications Plan Worksheet
• Watch Janet Stovall: How to get serious about diversity and inclusion in the workplace Ted Talk video

Measurement Tip Sheet

Free LinkedIn Webinar with Guest Janet Stovall: The Great Realization—The High Cost of Exclusion

The Implicit Bias Test

Check Your Privilege Quiz

DE&I IQ Short Assessment

The RCG DE&I Communications Guide

Inclusive Language Checklist

Diversity Style Guide

DE&I Organizational Assessment Grid

The Sum of Us Guide Progressive Style Guide