Diversity Conferences & Public Programmes
The Annual Robben Island Diversity Experience (RIDE): The event is a powerful six day diversity experiences based on the systems-psychodynamic / group relations model. It not only deals with diversity on a content and dynamic level, but it is an intense personal journey in which delegates are confronted with their own reference systems, identity, power and relatedness. RIDE has been instrumental in attaining deeper understanding and insight into diversity dynamics. The impact of this event can only fully grasped by personally speaking to delegates who attended the experience. The RIDE experience has been hosted since 2000. Although theoretical inputs and discussion groups are part of the programme, the event is primarily experiential in nature.
The aims of this experience are as follows:
- To attain a deeper understanding of diversity and the dynamic forces impacting on diversity.
- To provide opportunities for learning about the core concepts of diversity dynamics.
- To provide opportunities for each person to learn about how diversity related forces / dynamics influence the way they act and interact with other people.
- To provide opportunities in learning about how individual and collective diversity can be managed in appropriate ways.
2. Disability And Empolyment 360 SeminarAnnual Disability Equity Conference: Most organisations would agree that Disability Equity is a fundamental part of good corporate governance in South Africa, but when it comes to practical implementation, many struggle to find the right solutions. Progression has teamed up with TDCI since 2010 to host the Annual Disability Equity Conference. It is aimed at equiping Human Resources and Transformation Managers with the practical tools to deal with Disability Equity. It not only help delegates to learn more about statutory requirements and how to meet these requirements, but more importantly, it actually leaves them feeling inspired about the future of Disability Equity in South Africa. The conference is aimed at Employment Equity Managers, B-BBEE champions, Transformation Managers, CEOs and anyone involved in human resources. It addresses topical issues such as fair and non-discriminatory access into the workplace for people with disabilities, how disability impacts a company’s scorecard, and how to create a sustainable disability strategy. Speaker sessions are followed by training sessions where delegates get real practical solutions which they can take back to their organisations.
3. Crossing the Diversity Rubicon: Shifting Heads and Healing Hearts
Although South Africa has experienced major shifts in the diversity landscape during the past two decades, our diversity journey is far from over. The media is continuously flooded by reports of Racism, Sexism, Xenophobia, and the general inability of organisations and society as a whole to deal with difference. Critical commentators’ also lament our preoccupation with superficial compliance driven initiatives. There is a growing need that diversity initiatives should enable deeper and more meaningful transformation.
The purpose of the Diversity Rubicon Dialogue sessions is to address this challenge and in specific the challenge of shifting heads and healing hearts. The Rubicon event aims to create a potential space in which practitioners can collectively identify challenges, analyse our stuckness, explore new paradigms / strategies in dealing with the challenge, as well as chart alternative approaches in move beyond the preoccupation on superficial compliance and profit driven initiatives towards a new level of thinking that focuses on substance rather than matter. This turn is in essence about enabling individuals, organisations and societies to move towards deeper and more meaningful transformation
Diversity Public Programmes:
4. Executive Employment Equity, Diversity and Transformation Management Programme:
Executive Employment Equity, Diversity and Transformation Management Programme: This high level programme presents a strategic overview of the architecture of EEDT related change in organisations. It provides an orientation to the field; charts the evolution of EEDT practice and explores the latest trends in strategically managing workforce diversity and inclusion. The programme enables practitioners to craft a strategic blueprint in managing large system transformation.
Specific areas covered by the Executive Employment Equity, Diversity and Transformation Management Programme are as follows:
◦EEDT: An emergent field
◦From one dimensional, immediate, mechanistic, and compliance driven interventions to multi-dimensional, integrated, strategic, and dynamic transformation processes
◦How to integration the legacy of the past and the aspirations of the future in the present day strategies
◦The evolving agenda: ◾Social Justice, ◾Political Transformation, ◾Socio-economic Transformation, ◾Relational Transformation
◦Analysing the motives and drivers of organisational change ◾Compliance, the Business Case and beyond
◦Exploring transformational journeys: A meta-analysis ◾Theoretical perspectives and models on change and transformation
◦Generations, stages, phases and positions…in getting there
◦The architects of organisational transformation ◾Stakeholder analysis and contracting
◦The architecture of organisational transformation ◾Social Justice: Morally and ethically doing the right thing, ◾A Compliance Framework: Representative, equitable and discrimination free, ◾Business focus: Effectiveness, efficiency and profit, ◾Relational perspective: A different way of relating and being
◦The shift from Operational to Strategic Diversity Management Practice
◦Crafting strategies to transform a diverse workforce into a resource for global success
◦Gearing up: From best practice to next practice
◦Creating potential spaces and virtuous cycles that entrenches diversity into the fabric of the organisation
◦Developing rigorous metrics to support the change initiative and apply comprehensive accountability systems with real rewards and consequences for individuals and groups
Click here to read more about the Executive EEDT Management Programme
5. Managing Multiple Generations in the South African Workplace
Today’s workforce is more diverse than ever, combining four generations with distinctly different values, attitudes, and work expectations. The Traditionalists, Baby Boomers, Generation X, and Millennials have presented new challenges for employees, managers and organisations in trying to balance a generation gap of more than 50 years between the oldest and youngest employees. A definite lack of awareness exists among these four distinct generations. Typically, those of each generation feel they know best, better than those who came earlier, and certainly much better than the new kids on the block. This leads to management challenges and productivity issues. The diverse perspectives, motivations, attitudes and needs of these four generations have changed the dynamics of the workplace. A little insight into the differences among the generations can help you better understand the needs and expectations of your colleagues in an age-diverse workforce. By learning the motivations and generational footprint of each segment, you can leverage your talents and capitalize on the diversity of your legal teams.
The workshop provides insight into the generational gaps, building awareness that will lead to better hires, happier employees, stronger teams, and healthier organizations. It helps participants understand what makes each generation unique, and how each adds its own perspective and value to the workplace. Through capitalizing on generational differences and similarities teams can achieve maximum cooperation and productivity while retaining talented employees from all generations.
Participants will learn to:
• Build an understanding of their own core values and behaviours
• Develop a framework for understanding the behaviours and core values of each generation — Traditionalists, Baby Boomers, Generation X, and Millennials
• Utilize a shared model for building generational competence and tools for cross cultural communication
• Address motivational issues by understanding the 4 generations more thoroughly
• Decrease negative judgments and generational stereotyping
• Improve decision-making by practicing real world critical incident scenarios
• Acquire an overall appreciation for generational differences
Click here to read more about the Generations in the Workplace Workshop
6. Reconstructing Gender in the Workplace
More about this event soon.
7. Compliance, Transformation and Diversity Management in the Mining Sector
More about this session soon
8. Diversity Train the Trainer Programmes
- Exploring Central Concepts
- Orientation to the concept of Workplace Diversity
- Impact, Risk and Benefits of a Diverse Workplace
- Motive and Case for Diversity Work
- Understanding Diversity Processes
- Social Psychological Processes in Diversity Practice
- Cultural Challenge & Questions
- Reference Systems and Unconscious Bias
- The Iceberg Diversity Model & Ladder of Inference
- Unpacking our ‘Single Story’
- Discrimination and Isms
- Dealing with ISM’S
- Change and Who Moved My Cheese?
- Diversity Management
- The (R)evolution of diversity management practices
- Diversity Mind-Set
- Model for Organisational Evolution
- The Architecture of Diversity Work
- Orientation to Diversity Training
- Designing Diversity Training
- The H3 (head, hand and heart) approach to diversity
- Change & Transformation Models
- The South African Diversity Journey
- Regulatory Framework
- Skills Development Module
Click here to read more about the Diversity TTT Programme