Diversity Speakers

Speaker, L&D


Trevor Wilson

Human Equity Strategist

Equality is not about ignoring differences and treating people the same. Instead, it is about acknowledging differences and turning them into a competitive advantage. Trevor Wilson, well-known author, global diversity and human equity strategist, offers the closest thing we have to a “silver bullet,” in his wide-ranging talks on issues of multiculturalism, race relations, employment equity, affirmative action, and human rights. Designed to help leaders leverage differences in the workplace, Wilson’s talks show audiences how to improve retention, communication, happiness in the workplace―and ultimately, your bottom line.

Wilson started his career in the public sector advising the premier of Ontario on issues of human equity, and now runs one of North America’s leading consulting practices on issues of equity in the workplace. The firm’s clients include many progressive, global employers including Coca-Cola, Ernst & Young, Nike, Bank of Nova Scotia, US Environmental Protection Agency and Seagate Technology.

Wilson is the author of Diversity at Work: The Business Case for Equity.


Beyond Diversity to Human Equity – A case study

Many businesses talk about creating diversity within their organizations. As valuable as this can be, it’s worth taking a step further. Trevor Wilson, well-known author, Global Diversity and Human Equity Strategist, will show you how to take that step and move beyond diversity to human equity. Don’t confuse equity with equality. They are far from synonymous. Equality is about ignoring differences and treating people the same. Equity is about acknowledging differences and turning them into a competitive advantage. You’ll discover the paradigm shift to human equity is well worth the journey. Learn how a major division of one of the world’s best known companies moved beyond diversity to human equity and achieved global recognition for the best business results and the highest employee engagement scores in the entire organization.

Breaking the Cycle of Prejudice

All human beings stereotype information in order to help categorize things. But when stereotypes involve negative attitudes, prejudice takes over. Trevor Wilson, well known author, Global Diversity and Human Equity Strategist, offers you a front-row seat to witness how the cycle of prejudice and discrimination can play out in our everyday lives. You will examine the relationship between stereotypes, prejudice and discrimination from a business perspective and see the impact they can have on individual and organizational effectiveness. Trevor’s messages are simple yet powerful. Acknowledge that the cycle exists; understand what we do to perpetuate the cycle; then learn how and where to disrupt the mechanics of discrimination.

Equality vs Equity – A Management Choice

Look at any current management book and you’ll read about the essential role manager’s play in successful companies. How employees are treated by their immediate managers has more impact on their engagement and retention than any progressive policy or Human Resources initiative. What can managers do to become more effective? While there are no simple solutions, Trevor Wilson, well-known author, Global Diversity and Human Equity Strategist,offers the closest advice we have to a “silver bullet”. “Don’t treat your employees equally.” The result will be a fairer and more inclusive work environment that supports employee satisfaction and engagement. Trevor takes you on a journey though leadership styles showing how movement from the age of inequality, where people were forced to “fit in” and differences were discouraged, to the age of equality, where leaders ignored differences to avoid the historical discrimination that dominated the previous era; to the age of equity, were leaders acknowledge differences and see them as advantages that can be leveraged to improve organizational effectiveness.

Maximizing Neurons per Salary Dollar

You’ve heard a lot about making the most of your investment in Human Capital. With most organizations spending upwards of 36% of revenue on human resources, it becomes a business imperative to be able to “maximize every neuron per salary dollar”. The challenge is that yesterday’s approaches to leveraging talent don’t take into account the realities of today’s workforce. How do you drive innovation and productivity when your human capital is as diverse as your marketplace? How do you identify and motivate high potential talent when they represent different races, cultures, ages, gender, education, economic class and thinking styles?
Trevor Wilson, well known author, Global Diversity and Human Equity Strategist, will show you how to maximize your investment in human capital through innovative diversity strategies that identify and capitalize on the unique talents of your workforce. Only when you create an equitable and inclusive work environment can you reap full value for your salary dollars.

Seven Competencies of an Equitable Leader

What distinguishes outstanding leadership in today’s organizations? Increasingly, it is a leader’s ability to effectively manage people to deliver outstanding performance. How do you achieve this capability? While there is no simple answer, Trevor Wilson , well known author, Global Diversity and Human Equity Strategist,offers the closest thing we have to a “silver bullet”. His hypothesis: great leaders understand the diversity of talent in their workplace; they engage staff by treating people differently rather than follow the traditional wisdom of treating everyone the same; they capitalize on differences and turn them into competitive advantage. How do you develop equitable leaders? Trevor will introduce you to the “Equitable Leadership Toolbox” where you’ll find instruments to assess the seven core competencies managers need to be successful. Try a self-assessment to see how your behaviour compares with norms for equitable leadership and gain insights on what you can do to become a more effective leader.

The Business Case for Human Equity™

Trevor Wilson, organizational change strategist, is a global authority on equity, diversity and inclusiveness in the workplace. His company has worked extensively with leading global Fortune 500 companies to introduce the concept of “Human Equity™” which allows an organization to maximize the return on investment in human capital.

Trevor, is also author of the book Diversity At Work: The Business Case for Equity which explores the business advantages of valuing employee differences and building a work environment that supports equity for all. In the book Trevor advocates a profound shift in the management paradigm from an “equality” perspective where all employees are treated the same to one based on “equity” where employee differences are recognized, valued and utilized. In this way, employees’ unique talents can be aligned with job roles to enhance productivity, customer satisfaction, retention and profitability.

Trevor’s unique brand of Human Equity™ consulting has most recently catapulted one of Coca-Cola’s international divisions to the top performing division worldwide.

Agents of Change Course

Duration: Two Day
Target Audiences: Senior Executives, Human Resource Professionals

The “Agents of Change” curriculum is a blueprint for to transforming your organization, especially in the areas of equity and inclusion. The workshop is a highly experiential workshop with powerful inquiry into the fundamental issues that have long been of interest and concern to us as diverse human beings. Using the techniques of personal inquiry, participants will reveal, dismantle, and transform barriers to diversity and culture change and dramatically shift their perspectives on equity and inclusion.
This is a 2-day workshop targeted at people who are formally or informally accountable for implementing diversity and equity efforts in their company (i.e., diversity practitioners, leaders, steering committee members, task force members, human resource people, etc.), or, who are either self or organizationally defined as change agents. Participants can be new to their roles or people who have been in their roles for some time and are looking for new ways of working. The workshop can range in size from 20-50 people.

Overview of Change

Diversity Champions are typically employees who want to make a difference. They want to contribute to organizational change as well as grow personally and professionally from the experience.

The “Agents of Change” curriculum has provided an effective blueprint for individuals and groups to move forward. The workshop is designed for people who are truly committed to transforming their organization, especially in the areas of equity and inclusion. The program is rooted in the fundamental principle that real change originates within individuals who are willing to re-adjust their own perspectives in order to make a difference in the workplace and the world.

The workshop is not a modular explanation of why an organization should embrace diversity but rather a highly experiential workshop with powerful inquiry into the fundamental issues that have long been of interest and concern to us as diverse human beings. Using the techniques of personal inquiry, participants will reveal, dismantle, and transform barriers to diversity and culture change and dramatically shift their perspectives on equity and inclusion.

Key Learning Objectives

To examine assumptions that have gone unquestioned and unchallenged, which consciously or unconsciously drive your behaviours and rob you of your personal power and choice to effect change.
To establish strategies to confront prejudice and discrimination in the workplace.
To increase latitude to deal with issues of inequity in the workplace.
To identify and practice communication strategies to increase your effectiveness as an agent of change in relating to people both in and out of the workplace.
To take ownership for your role and power in being an agent of change, moving your organization towards its goals of equity and inclusion.
Organizational Benefits

When organizational change agents feel “stuck”, disempowered, or disenfranchised, their capacity to produce peak performance results decreases. This is not a desirable reality. The business case for this workshop is linked to tapping into the power and productivity that people can bring to an organization when they believe in their ability to positively impact their environment.

The business objective:

To fully engage individuals who have both formal and informal responsibilities for diversity and inclusion efforts in their organization.
To guide individuals in developing strategies to overcome the barriers that are impacting their effectiveness by exploring where they may be stuck or losing energy and power.
For participants to leave the workshop with a re-vitalized sense of their ability to implement plans that will positively impact their reality and the reality of their organization.
Philosophy

During the Agents of Change Workshop individuals are challenged to “become less comfortable with the too comfortable and more comfortable with the uncomfortable.” This represents a significant paradigm shift for most people and therefore can show up in the workshop as a form of resistance. People will be challenged to look inward and be willing to give up what they know in order to discover new strategies and solutions.

Sometimes the audience will experience some challenges with the non-linear learning methodology used in this workshop because for many people it is unfamiliar. The challenges experienced through the participants’ resistance and discomfort is actually part and parcel of the learning process. Through careful and sensitive facilitation of the “resistant moments”, people slowly begin the critical shift towards looking at themselves as the source for solutions versus pointing to external factors.

At the start of this workshop the facilitator makes a significant effort to create understanding for what it means to be a learning community. This emphasis helps establish a climate where the resistance and discomfort can be embraced as a positive force for learning.

The approach is experiential and highly interactive. The aim is to create and maintain an open, non-threatening learning community in which participants are encouraged to use their own experiences, as well as to experiment and take risks in order to maximize their learning.

Methods include:

Personal interaction through large and small group (dyads and triads) discussions designed to foster openness and shared learning.
Specific tie-in of the participant’s own workplace reality.
An approach called “What?, So What?, Now What?”

The Equitable Manager Skills Awareness Course

Duration: TBA
Target Audiences: Senior Executives, Managers

The Equitable Manager Skills Awareness Course is designed for leaders and other change agents responsible for the supervision or management of other people. What are the core competencies of a leader in diversity? What strategies and tools can foster and nurture a diverse and representative workplace? This program is designed to help leaders understand how diversity in the workplace demand a new leadership style with a new set of leadership attributes and behaviours.
The Equitable Manager Skills Awareness Course is designed for leaders and other change agents responsible for the supervision or management of other people. The program is designed to help leaders understand some of the key external changes that are happening as we move out of the industrial age into the information age and how these changes demand a new leadership style with a new set of leadership attributes and behaviours.

The course can be customized based on your organization’s specific quantitative and qualitative data gathered before the program and is personally focused, allowing a leader to position her/himself in relationship to the core competencies and behaviours of an equitable leader in the 21st century.

The objectives of the Equitable Manager Skills Awareness Course are as follows:

To identify the core competencies of a leader in diversity.
To identify strategies and tools that can foster and nurture a diverse and representative workplace.
To establish personal plans to develop required attributes for equitable leadership.
Materials that participants require include:

Their Equitable Leader Assessment – pre work
Their Diversity Attitude Profile – pre work
A Copy of Diversity at Work
The Course Manuals

Inclusiveness And Awareness Workshop

Duration: Half Day, Full Day
Target Audiences: Team Members

Valuing differences and unique talents of employees can businesses and organizations achieve superior results. The Inclusiveness and Awareness Workshop increases the overall awareness and scope of diversity, and identifies how to disrupt the mechanics of discrimination. The workshop is based on approximately 40-50 participants per session. The extended half-day awareness program focuses on diversity issues, but also addresses concepts of inclusiveness. This program will take participants from a state of unawareness to awareness of discrimination.
The workshop is based on approximately 40-50 participants per session. The extended half-day awareness program focuses on diversity issues, but also addresses concepts of inclusiveness. This program will take participants from a state of unawareness to awareness.

Objectives:

To increase overall awareness and scope of diversity as a business issue
To understand the benefits and importance of addressing diversity and inclusion at your organization
To identify how to disrupt the mechanics of discrimination

The Total Equity Program

Duration: Two Day
Target Audiences: Human Resource Professionals, Senior Executives

Valuing differences and unique talents of employees can businesses and organizations achieve superior results. The Inclusiveness and Awareness Workshop increases the overall awareness and scope of diversity, and identifies how to disrupt the mechanics of discrimination. The workshop is based on approximately 40-50 participants per session. The extended half-day awareness program focuses on diversity issues, but also addresses concepts of inclusiveness. This program will take participants from a state of unawareness to awareness of discrimination.
The Total Equity Program (TEP)© is designed to coach organizations through the Total Equity Solution© (TES) process. The Total Equity Program consists of four components:

The Total Equity Workshop©
The Blueprint Session©
The Total Equity Team Building Session©
Quarterly Review Sessions
The Total Equity Workshop©

The focus of this 90 minute private workshop is to objectively assess the current climate of workplace diversity, equity and inclusion within your organization. During the session a seasoned facilitator will coach participants through an exercise that will clarify your current situation and set realistic, time-framed goals for identified areas of action. The assessment and session will cover your organization’s current state as it relates to:

Readiness for inclusiveness
Leadership commitment
A compelling business case
Availability of required data
Ability to integrate measurement with other HR initiatives
Infrastructure for support
A workable plan of action
The Blueprint Session©

The Blueprint Session builds on the work done during the Total Equity Workshop, with a specific focus on creating a detailed roadmap for change and developing an implementation plan. The purpose of the Blueprint Session is to:

Develop a clearly defined roadmap for each strategy by identifying action items, target dates, as well as persons responsible, accountable, and who should be consulted and informed.
Create a Gantt chart to set out all the strategies, tasks, and timelines.
Identify the next steps required to implement the roadmap.
The Total Equity Team Building Session©

During this session, you will begin the process of building a Total Equity Team to guide and drive the effective implementation of your roadmap. You will identify the strengths of each team member and learn how to leverage those strengths to accomplish team objectives. The purpose of the Team Building Session is to:

Develop a talent profile for each team member that identifies their strengths and unique abilities.
Develop a team synergy profile that identifies how the group can leverage each member’s strengths to achieve team objectives.
Develop team goals, strategies and accountabilities for implementing the Total Equity Roadmap.
TES Quarterly Review Sessions

This series of three one-hour sessions provides the opportunity to review your progress regarding set goals and objectives, and where necessary realign your approach to ensure continued progress. The purpose of the Quarterly Review Session is to:

Review your organization’s vision
Review your organization’s progress
Update your organization’s scorecard results
Identify next action