Inclusive Excellence Training and Development
9:00 am to 10:00 am
The Division of Talent and Inclusion is pleased to offer an array of resources, learning experiences, trainings, and modules to assist employees with incorporating inclusive excellence, cultural competency, and racial and gender equity into their day-to-day work, research, scholarship, teaching, pedagogy, and personal understanding around the topics of diversity, equity, inclusion, and belonging (DEIB).
Please select from the offerings for the Fall of 2023 included in the link to determine what path best suits your needs at this time. If your department or organization wishes to schedule a training beyond what is currently scheduled, please don't hesitate to reach out to us via learning@wpi.edu or inclusion@wpi.edu. Please note that new sessions will be offered in the Spring of 2024.
For more information on session descriptions and learning outcomes, visit our the Inclusive Excellence Training and Development (https://www.wpi.edu/offices/talent/learning-development/inclusive-excellence-training-development)
Monday, October 16
The purpose of this integrating inclusive language workshop is not to monitor words in the workplace, but rather to bring a sense of openness, curiosity, and respect to conversations. “By choosing to empower people with our words, we are sending a message that we value and respect the people around us. Inclusive language is only one part, but a critical part, of a cultural shift that will take time, but also results in a more diverse and welcoming environment.” (Source: https://joinhandshake.com/blog/employers/70-inclusive-language-principles-that-will-make-you-a-more-successful-recruiter/).
Tuesday, October 17
The Interim Title IX/Non-Title IX Sexual Misconduct policy includes a formal grievance process with three trained staff and faculty members serving as decision makers. This annual training reviews definitions, learns about credibility, as well as analyses case studies. Members of the Sexual Misconduct Judicial Board need to be trained yearly.
Wednesday, October 18
The Interim Title IX/Non-Title IX Sexual Misconduct policy includes a formal grievance process with three trained staff and faculty members serving as decision makers. This annual training reviews definitions, learns about credibility, as well as analyses case studies. Members of the Sexual Misconduct Judicial Board need to be trained yearly.
Monday, October 30
The purpose of this integrating inclusive language workshop is not to monitor words in the workplace, but rather to bring a sense of openness, curiosity, and respect to conversations. “By choosing to empower people with our words, we are sending a message that we value and respect the people around us. Inclusive language is only one part, but a critical part, of a cultural shift that will take time, but also results in a more diverse and welcoming environment.” (Source: https://joinhandshake.com/blog/employers/70-inclusive-language-principles-that-will-make-you-a-more-successful-recruiter/).
Tuesday, October 31
Massachusetts State Law requires all institutions of higher education to designate certain staff and faculty members to serve as Confidential Resource Advisors. These individuals must be knowledgeable about the Title IX and Non-Title IX Misconduct grievance process in addition to being familiar with resources available to all community members.
Wednesday, November 01
Massachusetts State Law requires all institutions of higher education to designate certain staff and faculty members to serve as Confidential Resource Advisors. These individuals must be knowledgeable about the Title IX and Non-Title IX Misconduct grievance process in addition to being familiar with resources available to all community members.
Locations: Rubin Campus Center
Thursday, November 09
This session is designed with managers in mind to help them take actionable steps to create Psychological Safety and foster inclusion and belonging on their teams and within their communities.
Monday, November 13
The purpose of this integrating inclusive language workshop is not to monitor words in the workplace, but rather to bring a sense of openness, curiosity, and respect to conversations. “By choosing to empower people with our words, we are sending a message that we value and respect the people around us. Inclusive language is only one part, but a critical part, of a cultural shift that will take time, but also results in a more diverse and welcoming environment.” (Source: https://joinhandshake.com/blog/employers/70-inclusive-language-principles-that-will-make-you-a-more-successful-recruiter/).
Monday, December 04
The purpose of this integrating inclusive language workshop is not to monitor words in the workplace, but rather to bring a sense of openness, curiosity, and respect to conversations. “By choosing to empower people with our words, we are sending a message that we value and respect the people around us. Inclusive language is only one part, but a critical part, of a cultural shift that will take time, but also results in a more diverse and welcoming environment.” (Source: https://joinhandshake.com/blog/employers/70-inclusive-language-principles-that-will-make-you-a-more-successful-recruiter/).
Tuesday, December 05
This session is designed with managers in mind to help them take actionable steps to create Psychological Safety and foster inclusion and belonging on their teams and within their communities.
Locations: Rubin Campus Center