Hair Discrimination In The Workplace: What You Need To Know

TESSI HOME WHO WE ARE WHAT WE OFFER CASE STUDIES OUR INSIGHTS  CONTACT US Linkedin Facebook Hair Discrimination In The Workplace: What You Need To Know Hair discrimination mostly targets people of African descent based on their hair type, texture, or style. It’s a form of prejudice. Discrimination based on hair type and style is common in various places, including the workplace. Some types and styles of hair have been labeled as unprofessional or unacceptable. Hair discrimination can greatly affect employees. It can impact their self-esteem, career options, and overall well-being. In this article, we’ll discuss hair discrimination at work, what it does, and how businesses can support all hairstyles and hair types. The Impact of Hair Discrimination on Employees  Employees who experience hair discrimination can encounter emotional and professional obstacles. Being singled out due to your hair can make you doubt yourself, feel bad about yourself, and sometimes become depressed. Negative emotions can harm a person’s well-being and job satisfaction. This can lead to lower productivity and higher turnover rates. Professionally, hair discrimination can create barriers to career advancement. Workers with natural hair or different cultural hairstyles might not get promotions or other professional chances because of biased beliefs about what looks “professional” or “appropriate” at work. This form of discrimination limits the career growth of affected individuals and perpetuates a need for more diversity in leadership positions. How Businesses Can Combat Hair Discrimination  It’s important to fight against hair discrimination at work. This will help create a fair and inclusive workplace that values all staff. Businesses can promote a more equitable workplace by raising awareness, updating dress code policies, and fostering open communication about hair discrimination. Businesses can create a fair work environment free from hair discrimination by taking these steps. Educate Employees and Leadership: One way to fight hair discrimination is by teaching employees and leaders about it. Understanding the past and cultural importance of hair and the effects of hair bias is also very important. Businesses can improve their work environment by creating awareness and promoting understanding among colleagues. This leads to inclusivity and respect. Review and Update Dress Code Policies: Hair discrimination often happens because of old or prejudiced rules about how people should look. These policies say that some types or styles of hair don’t look professional. Businesses must check their dress codes to ensure they welcome all hair types and styles. They should remove anything unfair or offensive. Encourage Open Communication: Encourage staff to talk about their experiences and worries concerning hair discrimination. Create a safe space for these discussions to happen. Creating an environment where employees can speak out against hair discrimination helps them feel more comfortable and promotes inclusivity at work. Implement Clear Policies and Procedures: Ensure Clear policies and procedures against hair discrimination. The policies must show the company’s dedication to stopping hair discrimination. They should explain how to report and handle any case of discrimination. Ensure all employees know the company’s hair policies and what happens if they discriminate. Lead by Example: Lead by example as a workplace leader to combat hair discrimination. Be aware of how you act and speak. Show respect and understanding for different hair types and styles. This can help set the tone for the rest of the workplace and encourage employees to follow suit. Unlock the Power of Human Capital Partner with Us Transforming organizations starts with empowering people. Let us help you build the strategies, leadership, and culture you need to succeed. How corporate America is slashing DEI workers amid backlash to diversity programs ABC News Read More TESSI 867 Boylston Street, 5th Floor Boston, MA 02119 (617) 564-3331 info@tessiconsulting.com © 2025 – TESSI CONSULTING ALL RIGHTS RESERVED. Design & Development by The Unglitch Marketing Studio

Why Cultural Appropriation Is Bad For Business

TESSI HOME WHO WE ARE WHAT WE OFFER CASE STUDIES OUR INSIGHTS  CONTACT US Linkedin Facebook Why Cultural Appropriation Is Bad For Business Today’s workplaces are more diverse than ever, with employees from many different cultures working together. Having diversity has advantages, but it can also lead to cultural appropriation. This is when people from one culture adopt things from another without respecting or understanding their significance. Cultural appropriation is criticized because it can harm marginalized communities and promote stereotypes, devaluing cultural practices, and traditions. This article explores why cultural appropriation is bad for businesses and how to foster a respectful and inclusive workplace. Damaging Reputation and Brand Image  A business can harm its reputation and brand image by appropriating culture. Businesses must acknowledge and respect different cultures, as consumers and employees value cultural sensitivity and inclusivity. Not doing so could make them seem insensitive and exploitative, leading to a negative reputation, loss of customers, and demotivated employees. It can also lead to potential public relations problems. Alienating Employees and Customers  Cultural appropriation in the workplace can have a detrimental impact on employee morale and customer loyalty. If employees think their culture is being misused, it can make them feel excluded and disconnected. This can harm the workplace in various ways. For instance, it can reduce productivity, lower employee retention, and create a negative work environment. If a business is accused of cultural appropriation, customers may stop supporting it. This could cause the business to lose revenue and customer loyalty. Perpetuating Stereotypes and Misunderstandings Cultural appropriation can fuel stereotypes and misunderstandings about a culture, which is why it’s a significant issue. The stereotypes can be damaging to people from that culture. It may prevent them from expressing their cultural practices and traditions. A business can face problems when they need help understanding or respecting diverse employees or customers. This can hurt the organization’s ability to create an inclusive and supportive work environment. Hindering Cultural Exchange and Learning  Cultural appropriation can also hinder genuine cultural exchange and learning within an organization. Using cultural elements to understand their significance can lead to a deeper perception of different cultures instead of a profound appreciation for their unique histories and traditions. Limiting employee interaction can hinder their personal and professional growth by restricting learning opportunities for each other. Legal and Ethical Implications  Using traditional designs, artwork, or symbols from another culture without permission can lead to legal problems, such as copyright or trademark infringement, which can cause financial penalties. Engaging in cultural appropriation can be considered wrong as it involves using another culture for personal or business gain, which is disrespectful and unethical. How to Promote a Respectful, Inclusive, and Diverse Work Environment  Businesses should create a respectful, inclusive, and diverse work environment to avoid cultural appropriation’s negative consequences. This can be achieved by: Educating employees on diverse cultures and their importance fosters a deeper appreciation and understanding of cultural diversity. Encourage open communication and dialogue to allow employees to express concerns and share experiences about cultural differences. To clarify things, a company needs policies that explain how important it is to respect other cultures and avoid cultural appropriation. To respect different cultures, lead by example with actions and language. Unlock the Power of Human Capital Partner with Us Transforming organizations starts with empowering people. Let us help you build the strategies, leadership, and culture you need to succeed. How corporate America is slashing DEI workers amid backlash to diversity programs ABC News Read More TESSI 867 Boylston Street, 5th Floor Boston, MA 02119 (617) 564-3331 info@tessiconsulting.com © 2025 – TESSI CONSULTING ALL RIGHTS RESERVED. Design & Development by The Unglitch Marketing Studio

Happy National Hispanic Month! Learn The Importance Of Hispanic Workers In The U.S. Labor Force

TESSI HOME WHO WE ARE WHAT WE OFFER CASE STUDIES OUR INSIGHTS  CONTACT US Linkedin Facebook Happy National Hispanic Month! Learn The Importance Of Hispanic Workers In The U.S. Labor Force National Hispanic Heritage Month runs from September 15th to October 15th. It honors the contributions of Hispanic and Latino Americans to the United States. This diverse community has a big presence in the U.S. and has a significant impact. Hispanic workers shaped and still shape the American economy. This article will explore the importance of Hispanic workers in the U.S. The labor force contributes to different industries, but they face challenges too. There is potential for future growth and development. Contributions to Key Industries  Hispanic workers have helped many industries in the United States, mainly farming, building, and tourism. They helped these industries grow by working hard and being dedicated. Hispanic workers are important for food production in agriculture. They make up a big part of the workforce, helping to maintain a stable food supply in the country. Hispanic workers are important in the construction industry. They help to build infrastructure and improve communities in the U.S. Challenges Faced by Hispanic Workers  Despite their significant contributions to the U.S. economy, Hispanic workers often face unique challenges in the labor market. There are several difficulties, such as low pay, joblessness, and less chance to learn and train. Hispanic workers often have physically demanding jobs and require limited skills. These jobs may offer fewer benefits and less job security. Hispanic workers may need help and resources due to language barriers. The Potential for Future Growth and Development  The number of Hispanic people in the U.S. is increasing. This means that Hispanic workers can make a bigger impact on the economy. The United States can help this community by dealing with its issues. This would involve investing in education, job training, and support services. Employers can promote diversity and inclusion, offer language and skill-building resources, and create opportunities for career growth. Celebrating Hispanic Workers During National Hispanic Heritage Month  This is a chance to recognize the crucial role of Hispanic workers in the U.S. It’s important to celebrate them. We can create a better future for everyone in America by recognizing what they’ve done, solving their problems, and helping them grow. By understanding how they help, fixing their problems, and helping them grow, we can make America better for everyone. We should thank Hispanic workers for their hard work and dedication. They have made a significant impact on our nation’s economy and well-being. Hispanic workers contribute to various industries, from agriculture and construction to hospitality and technology, driving the growth and development of these sectors. Their dedication to both work and community has a long-lasting impact on the U.S. economy. In National Hispanic Heritage Month, we must discuss Hispanic workers’ difficulties. They have lower wages, higher unemployment, and less job training and education access. We can create a fair job market for everyone by removing barriers and providing resources to improve language and skills. To help Hispanic workers succeed, we must encourage workplace diversity and inclusion. Employers can support Hispanic workers by creating inclusive environments, offering career advancement options, and promoting open communication. This helps ensure Hispanic workers thrive in the U.S. Unlock the Power of Human Capital Partner with Us Transforming organizations starts with empowering people. Let us help you build the strategies, leadership, and culture you need to succeed. How corporate America is slashing DEI workers amid backlash to diversity programs ABC News Read More TESSI 867 Boylston Street, 5th Floor Boston, MA 02119 (617) 564-3331 info@tessiconsulting.com © 2025 – TESSI CONSULTING ALL RIGHTS RESERVED. Design & Development by The Unglitch Marketing Studio

Learn The Types Of Unconscious Bias In The Workplace

TESSI HOME WHO WE ARE WHAT WE OFFER CASE STUDIES OUR INSIGHTS  CONTACT US Linkedin Facebook Workplace Bias Workplace bias is no fun and can get extremely arduous in the workplace. It can emerge in just about anyplace at work, although it is most common in hiring processes, screening, evaluations of performance and critiquing, training and development, and incentives. Workplace bias can stem from unconscious bias, which stands in the way of equality. It stops companies from growing varied expertise, attracting employees, using distinct experiences and viewpoints, and igniting creativity via collaboration. If you want to find out more about the types of unconscious bias in the workplace, please continue reading to discover more about it. Bias of Similarity and Attraction This form of inadvertent prejudice might be challenging to detect. When individuals share something in common with someone else, they have more of a favorable opinion of them. A hiring manager, for example, is more likely to choose an applicant who resembles them in some manner (e.g., similar in look or demeanor). Confirmation Bias Everyone has preconceived views and ideals that influence their decision-making. Confirmation bias is a concept that describes the human inclination to look for evidence that favors only a single perspective or opinion. It happens when you stick to your presumptions despite various factors. For instance, if you feel an applicant meets the requirements for an opening, you might observe or search for additional evidence that validates that opinion rather than seek out or identify material that contradicts that assumption. Conformity Bias When it comes to any form of gatherings, conformity bias is bound to occur. It is quite common to become carried away in what is commonly referred to as ‘group-think.’ An example of group-think involves forming judgments that adhere to the views of the group rather than encouraging individualism. When you let the demands and influence of other individuals to impact your choices, you become susceptible to conformity bias.   Why Is It Important to Spot Workplace Bias? There are several risks associated with workplace bias, which include the loss of talent, reservations regarding free speech and expressing thoughts, legal concerns, and an undesirable working environment.To understand workplace bias, it is vital for both employers and employees to recognize it. Acknowledging prejudice makes the workplace more equal and diversified. Also, realizing that it in the workforce exists is crucial because it allows workers to eventually correct their own assumptions.  Book Your Appointment with Tessi Consulting Today! Tessi Consulting offers a roadmap for you to set foot on your journey toward inclusion, diversity, and equity. To both midsize and big worldwide enterprises, we provide assessments related to diversity and inclusion and strategy, training, diversity equity inclusion coaching, and diversity equity inclusion program implementation services. Helping businesses thrive is our specialty as a team that works hard to encourage work conditions in which all workers can bring their skillsets to use and to reach greater heights. With a team of staff that has expertise and knowledge in different sectors – communications, transition management, coaching, diversity and inclusion, among others, Tessi is enthusiastic when it comes to cultivating a culture that is authentic, inclusive, meaningful, and sustainable. Some of our clients are from reputable brands such as LinkedIn, Tableau, Sovos, among others. To find out more about what we do, check out our website today or contact us for more information! We would love you assist you in your queries. Unlock the Power of Human Capital Partner with Us Transforming organizations starts with empowering people. Let us help you build the strategies, leadership, and culture you need to succeed. How corporate America is slashing DEI workers amid backlash to diversity programs ABC News Read More TESSI 867 Boylston Street, 5th Floor Boston, MA 02119 (617) 564-3331 info@tessiconsulting.com © 2025 – TESSI CONSULTING ALL RIGHTS RESERVED. Design & Development by The Unglitch Marketing Studio

How To Become Aware Of Your Unconscious Bias

TESSI HOME WHO WE ARE WHAT WE OFFER CASE STUDIES OUR INSIGHTS  CONTACT US Linkedin Facebook How to Indentify Bias It can be quite challenging to be aware of your unconscious bias, especially if it is unintended and implicit. Implicit bias refers to unconscious views, outcomes, assumptions, and classifications that influence attitudes and the comprehension of ideas or concepts. It can be detrimental to working relationships as they can affect our mindsets and interactions with other individuals, leading to desensitize individuals from various groups depending on identified qualities. This explains why it is important become aware of your unconscious bias although biases may not always be negative. Being conscious of your preconceptions while attempting to develop an open-minded mindset toward individuals who differ from you is a way to restore any old wounds that may have occurred in the past.   Prejudice can arise in unexpected situations Whenever you are met with unexpected situations, one surprising thing you may find about yourself is that prejudice can occur. In situations like this, it is important to take a step back and understand why you feel a certain way. Understand the root cause of your feelings. Does it evoke a sense of familiarity? Do any of the inklings bring you back to feelings of the past? It is usually in these moments you try to understand what you are feeling. It is okay to take time to connect the dots on your own, but what is more important is recognizing that you may be exhibiting forms of unconscious bias in the workplace. Ask Yourself Why If you feel offended or put off by a certain comment someone has made, ask yourself why you feel that way. People’s bias stems from their upbringing, ethnic origins, firm, rooted beliefs and prejudices about the globe at large, individual experiences, and ignorance. Review the conversation that has taken place and pose questions for yourself to find out the root cause of why negative feelings may be taking over you. See Things From a Different Perspective It is human nature for there to be prejudice in us be it about individuals or groups. However, one way to minimize biasness in the workplace is to consider using an unconscious bias viewpoint when exploring employment opportunities or the way you mingle with one another in teams. This will raise awareness and help to keep you on your toes regarding unconscious biasness that may be present within. Visit Tessi Consulting Today! Now that you have read about unconscious bias and how you may exhibit it especially in the workplace, it is time to give us a go. Here at Tessi Consulting, we are a consultancy that are eager to create working cultures that are diverse, equitable and inclusive. We strive to be authentic, sustainable and impactful. Give us a shot in providing consulting services for your firm.  When you choose to work with us, we collaborate with corporate leadership to reach your goal and ensure that it lasts. We care a lot for our clients, which explains why all of our services include quarterly and annual check-ins to ensure that you keep on course. If you are interested in teaming up with us, please visit our website or contact us if you have any inquiries. Unlock the Power of Human Capital Partner with Us Transforming organizations starts with empowering people. Let us help you build the strategies, leadership, and culture you need to succeed. How corporate America is slashing DEI workers amid backlash to diversity programs ABC News Read More TESSI 867 Boylston Street, 5th Floor Boston, MA 02119 (617) 564-3331 info@tessiconsulting.com © 2025 – TESSI CONSULTING ALL RIGHTS RESERVED. Design & Development by The Unglitch Marketing Studio

Get Inspired With These 4 Examples Of Inclusive Workplace Culture

TESSI HOME WHO WE ARE WHAT WE OFFER CASE STUDIES OUR INSIGHTS  CONTACT US Linkedin Facebook Get Inspired With These 4 Examples Of Inclusive Workplace Culture When you get a new job, the first thing you think of is the culture at your workplace. Some questions you may find yourself asking are if your workmates are inclusive enough or if there is a supportive team of leaders. If you are facing struggles or obstacles at work with your colleagues, you find yourself wishing that you had a more positive workplace culture. Ultimately, it all boils down to the culture at your workplace. Employees want to feel respected at work. Understanding what this means is critical so that organizations are able to establish and foster a pleasant and healthy workplace. If you want to know more about workplace examples of inclusive practices, fret not as you have come to the right place! Continue reading to find out more. Employees feel respected when they placed in an environment that appreciates their culture. One thing that organizations could do to make employees feel that they matter is to organize events to celebrate Cultural Diversity Day or International Friendship Day. For those events, employees could be encouraged to bring anything interesting to share about their culture – food dishes, desserts, jewelry, songs, ethnic costumes, among others. Reassuring employees through simple steps such as appreciating their culture can go a long way in fostering an inclusive workplace culture. Establish a Culture with Various Greetings In addition to events related to appreciating one’s culture, workplaces could also establish a culture where greetings in various languages are practiced. With simple gestures such as “hello”, “good morning” or “thank you” in different languages, employees from all walks of life are bound to feel more appreciated and cherished in the working environment. Be Open-Minded One way to ensure and foster an inclusive working environment is to be open-minded to different opinions and voices that the employees in your team might have. Encourage all team players to have a voice in the team. Make the culture at the office one where they can express themselves freely with no judgement. The working culture that employers set should be a safe space for all employees to communicate their needs and desires. Acknowledge the Diversity in your Team Employers should be able to embrace the diversity that they have in their teams. Organize regular events or workshops that celebrate different cultures, traditions, and backgrounds. This could include sharing traditional foods, stories, holidays, or customs. This encourages team members to share their unique experiences and increases mutual understanding and respec Let Tessi Consulting Help You Today! Tessi Consulting strives to foster work cultures where employees can bring their true selves to work and achieve. As experts in providing businesses the expertise to succeed, Tessi’s staff has vast experience in coaching, communications, transition management, and diversity and inclusion in a variety of enterprises and industries. Visit our website now to learn more about what we do, or contact us for more information!

Bias Training In The Workplace Learn The Major Benefits

TESSI HOME WHO WE ARE WHAT WE OFFER CASE STUDIES OUR INSIGHTS  CONTACT US Linkedin Facebook Bias Training In The Workplace Learn The Major Benefits Bias training in the workplace can minimize individual prejudices by encouraging employees to recognize their own behaviors and circumstances where bias develops. When bias develops, it can lead to favorable outcomes or negative consequences. However, most employers want to steer away from setting foot on negative consequences as it can lead to an unsafe work environment. Unconscious bias, which stems from social stereotypes can shape an individual’s perception of others inaccurately. Some types of unconscious bias include age bias, racial bias, gender bias, among others and can lead to an unproductive work culture where workers do not feel motivated to produce in an environment as such. However, did you know that bias training in the workplace has its advantages? Continue reading to find out more about its major benefits. Unconscious Bias can Increase Self Awareness The first step to solving a problem is being aware that a problem exists. Similarly, bias training begins by creating awareness. A key aspect of training is when participants realize that it has the potential to affect their behavior outside of their conscious awareness, despite not actively acting on prejudices. Bias training in the workplace can also help surface biases that employees were unaware of. Tools for Behavioral Change During bias training, participants are also exposed to practical steps that reduce the likelihood of their decision-making and interactions with people who differ from them. They are also participants who would also be trained to acquire new mindsets and opinions.   A Decrease in Prejudice Led Behaviors When their unconscious biases are brought to light, employees will be more aware the next time they act on their prejudice. They can slow down, be more grounded, rely on their intellect, and make logical decisions. It allows them to do better and be better. They can be trusted not to act on autopilot, with their prejudices as the captain, as they aim not to let their biases affect their workplace relationships and cause harm to those around them. The working environment must support positive change as society advances and changes to become more inclusive. Bias training enables this positive change as it is rooted in recognizing unconscious biases and the steps one can take to overcome them, ultimately building towards an inclusive and safe workplace environment.  Unconscious Bias Can Lead To An Unsafe Work Environment Unconscious bias refers to stereotypes or preconceived notions that a person might have of different groups of people without being aware of it. When people act on or apply stereotypes to colleagues or clients at work, it can result in unfair treatment and discrimination.   The are several forms of unconscious bias that commonly exist in the workplace. According to research, employees who feel discrimination against them in their workplace environments are three times more likely to be disengaged and likely to leave their jobs within a year. It has been said that there are over 180 biases; this demonstrates how easy it is to form a judgement on people who are different, as people would often favor their ingroup. The adverse effects caused by unconscious biases cannot be understated.  Consult Us Today! Here at Tessi Consulting, we strive hard to promote work environments in which all employees can bring their complete selves to work and succeed. We specialize in assisting businesses to thrive. Tessi’s staff have extensive expertise in coaching, communications, transition management, and diversity and inclusion across a wide range of businesses and sectors. To find out more about what we do, visit our website today or contact us for more information!

7 Questions To Ask If A Company Cares About Diversity, Equity, And Inclusion

With DEI (diversity, equity, and inclusion), the evolution of today’s global workforce is ongoing. Not only are companies becoming more diverse, but diversity is being significantly embraced by many team members. Various training program selections are being implemented as a number one priority for managers and HR departments to expand and improve the culture of organizations. Are you considering applying for a job with a certain company, but are unsure of its culture? On the other hand, perhaps you have been tasked with determining the mindset of your company’s employees. Regardless, the following are some questions to ask about diversity, equity, and inclusion that could give you a better insight as to what an organization or the people within it are about. With this information, you can make an educated decision as to how to move forward. What is DE&I? Before we jump into the essential questions to ask your prospective employer, it’s important to understand what exactly DE&I is. Although diversity, equity, and inclusion are frequently combined or used synonymously, these are three distinct concepts. Diversity is the broad and diverse range of groups that make up a community or population. Examples of diverse groups include those based on racial or ethnic origin, sexual orientation, or ability. The active participation of every individual within that community or population is inclusion. Regardless of how they identify, equity is present when there is fair and just treatment of those members. Each component of DE&I is significant, and they are all intricately connected. However, there are differences. A diverse population is not necessarily inclusive or equitable, for instance, and a diverse community may not always be inclusive. Working for a company that has all three components instilled in its culture can bring about several benefits for you as an employee. It can improve your sense of job engagement and commitment to the company and lower stress levels caused by biases in the workplace, among other things. Questions to Ask Though there are many questions that can be asked to determine the DEI mindset of a company or individuals within the company, the following is just a sampling of what could be included: Is everyone across the organization aligned on the meaning of diversity, equity, and inclusion at the company? Among the employees within the organization, do you think promotion is awarded fairly? Are equity-related issues handled satisfactorily by the management team? Regardless of an employee’s background, do you feel that the company is practicing fair career advancement policies? If the company has already put forth equity initiatives, which do you feel are the best, and why? Within the company, do you feel you’ve ever been treated unfairly? Regarding the company’s implementation of equity, how would you rate it on a scale of 1 to 10? For the promotion of organization-wide equity, what more do you feel could be done? If your organization needs assistance with the diversification of your workforce, it’s time to look into DEI training professionals. With their expertise and experience, you’ll be able to create a strategic DEI plan for your company. Tessi Consulting Can Assist Your Organization with DEI Plan Promote the diversity, equity, and inclusion of your company with training and coaching from the Tessi Consulting team. With a company-wide DEI transformation, you’ll be able to identify ways to better represent your company’s underrepresented demographics. You can effectively create a sense of inclusion and belonging for your organization’s diversity. Contact us today to get started. You can reach us by phone at 617-564-3331 or send us an email at info@tessiconsulting.com.

How To Find The Best DEI Consultant

Now more than ever, it is becoming increasingly important to create a workforce and workplace that is culturally inclusive. With that in mind, more and more companies are hiring a DEI consultant. Today’s Companies and DEI Does the culture of your organization need to shift in order to fit in with the changing times? Have you created a work environment where a sense of belonging is experienced by all team members? If you feel that you could use a little assistance in this area, effective, experienced DEI consultants training professionals can help. There areis any number of firms out there, however, so how do you pick just one? You will want to look closely at your organization and try to decide which firm will be a good fit. To make the best decision as to which firm to choose, consider the answers to the following questions. These questions should act, more or less, as a “how-to” guide as to which inquiries you should make with a prospective DEI consulting firm. What Is the Consultant’s Social Identity? To shift the culture of your organization, this topic should be discussed, though it could be challenging. Consider the social identities of your managers, bBoard of dDirectors, employees, leadership, etc. When they are presented with DEI messages, from whom might they be more likely to actually hear and receive them? What Is Your Organization’s Context and Culture? Your consultant, to be effective, should inquire as to your company’s comprehension of the following DEI topics: Specific problems or issues Cultural context Cultural practices Accommodations or needs for members of your organization who have disabilities Any DEI training that has taken place previously, and more With this information, a consultant will better be more able to assist you and your team members by tailoring your program. Will the Training Offered Be Voluntary or Required? Your organization may experience backlash if DEI training sessions or workshops are mandatory. A sense of resentment may be experienced if team members are forced to attend training programs. Be sure that everyone knows the training is voluntary, but firmly encourage it. >Discuss with your prospective consultant the types of training program selections that will be more likely to benefit your team. What Other DEI Services Do You Offer? Apart from training sessions, comprehensive assessments and additional transformation steps may be needed to ensure that your company meets its inclusivity goals. Make sure to discuss with the consultant if such services are offered. Here at Tessi Consulting, we employ assessments and supportive arrangements like: Cultural & equity assessments DEI program assessments DEI council/committee governance Employee resource group optimization A fractional chief diversity officer to work alongside your talent and diversity team DEI project management, change management, & communications Are You Looking for Education That’s Proactive or for Compliance? Either a proactive  approach or compliance approach will be taken toon DEI education, depending on your organization’s stress on DEI issues. Will you be encouraging attendance of DEI training sessions because you know it’s the right thing to do in today’s diverse work environment, or because you feel legally bound to provide this type of training for your team members? The first is proactive, and the second is compliance. Is There a DEI Strategic Plan for Your Organization? Within your organization, a comprehensive approach to cultural change will be assisted by the hiring of a DEI consultant. Using a consultant will likely be part of the plan if your workplace has already defined its goals, mission, and vision for creating a work environment that is culturally inclusive. The consultant will need to assist you with your plan, however, if you don’t already have one mapped out. So, their experience and expertise are of the utmost importance. For the Best in DEI Consultancy, Look No Further than Tessi Consulting Not sure where to begin when it comes to the diversity, equity, and inclusion of your company? We can help. We are Tessi Consulting. We can provide the consultant you need with the experience and expertise necessary to assist you in your strategic DEI plan. Contact us today to get started. You can reach us by phone at 617-564-3331 or send us an email at >info@tessiconsulting.com. Experience a true DEI transformation courtesy of our assistance, training, and coaching.

Understanding The Different Types Of Cultural Diversity In The Workplace

Today, a variety of skill sets, talents, and personalities will be encountered in any given workplace. Teams that are significantly diverse tend to be the strongest. The unique strengths of each individual can be harnessed when teams are balanced by a diverse workforce. But how do you employ different types of cultural diversity to build an inclusive workforce? Answer: You must invest in DEI training programs to promote acceptance, understanding, and awareness. To better familiarize yourself with the different types of cultural diversity in today’s organizations, it will help to examine the various types that can frequently be found. What Are Some Common Types of Cultural Diversity? From gender to age, racial, and cultural diversity, there are many forms. To build an inclusive, strong team, company leaders must understand the various types of diversity in existence. Here are six basic types of diversity (not all are based specifically on “culture”, per se, but will help develop an inclusive company culture for your organization): Gender Diversity: This doesn’t mean, necessarily mean, an equal number of males and females, but both should be represented. Sexual Orientation: Everyone should feel respected and safe, no matter their sexual orientation. Racial Diversity: The social construct of “race” is different from “ethnicity.”. People who are of another ethnicity may look similar to others, and vice versa. Ethnic Diversity: The bringing together of individuals from diverse cultural backgrounds promotes ethnic diversity and can help your organization appeal to a more expanded client base. Religion: A person should feel comfortable and safe to practice whatever religious beliefs they observe. Skill: This is one of the most crucial aspects for organizations to consider regarding diversity. Individuals with a range of soft skills, education, knowledge, and complementary talents should be hired by organizations. Additional Diversity Types The six types of cultural diversity listed above don’t quite complete the picture. Here are three more that may be present, and should be considered, in today’s workplace environments: Neuro-Diversity: Some examples are team members with dyspraxia, dyslexia, autism, ADHD, etc. Disability: Individuals with mental health issues or physical limitations must be taken into account if you’re going to build an inclusive, diverse environment within your organization. Age: Your organization can bring together individuals of varying points of view, work styles, and life experiences when they practice age diversity. This can help improve employee retention, boost engagement and productivity, and foster a sense of acceptance. In the pursuit of a more effective and cohesive workforce, it’s time for your organization to pursue the different types of cultural diversity needed in the workplace today. It’s time to contact the experts at Tessi Consulting. We offer an array of training program selections— one of which will likely suit your organization’s needs more than another. For the Best DEI Programs, Hire Tessi Consulting To advance the diversity, equity, and inclusion of your organization, count on the expertise, training, and coaching provided by the Tessi Consulting team. We can help your company with a strategic DEI plan, Create a sense of inclusion and belonging in your organization, and identify ways in which to better represent your company’s underrepresented demographics. Work with Tessi for the best results! Experience a company-wide DEI transformation courtesy of our assistance, training, and coaching. Contact us today to get started. You can reach us by phone at 617-564-3331 or send us an email at info@tessiconsulting.com.