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If you attended the Q3 luncheon on Oct.1 and would like to attend this session, please contact Monica to register.
In an era where diversity, equity and inclusion (DEI) initiatives are increasingly met with skepticism, organizations face a critical crossroads in fostering inclusive and high-performing environments.
This presentation examines the growing resistance against traditional DEI programs, analyzes the core objectives of DEI—enhancing hiring practices, promotions and team collaboration—and presents a compelling case for transitioning to science-based decision-making frameworks. The presentation will explore how decision-making frameworks can be seamlessly integrated into organizational policies to ensure fairness and transparency while promoting meritocracy.
Key Takeaways:
- Distinguish the major causes of organizational skepticism toward traditional DEI programs and explain why superficial rebranding fails to solve them.
- Describe science-based decision frameworks and bias-mitigation techniques that rely on documented criteria, metrics and transparent processes.
- Design a structured hiring process that encompasses job analyses, standardized rubrics and panel interviews, which improves fairness while meeting legal requirements.
- Build an evidence-based performance and promotion system that uses documented evaluations, calibration and appeal paths to reduce bias and increase organizational trust.
About the speaker:
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Dr. Gleb Tsipursky, called the "Office Whisperer" by The New York Times, helps association leaders replace overpriced vendors with staff-built AI solutions. He serves as the CEO of the future-of-work consultancy Disaster Avoidance Experts. He has written seven best-selling books and is working on a new book, "The Psychology of Generative AI Adoption." |
Continuing Education Credits:
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Submitted for 1.5 CAE hours.
Online course = 1.5 hours
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