my understanding is that these trainings do more harm than good when not done right = you really need a professional in this area involved

Anonymous wrote:OP here. I really appreciate the feedback. I e-mailed the other people who were voluntold... I mean, who volunteered to organize the day's activity and proposed that we hold training sessions on mentoring, on having difficult conversations, and on providing constructive feedback. (We actually have online trainings for those topics that people can take on their own; it would be cool to work through those sessions in a group.) For another part of the day, I compiled a list of online exhibits and other videos from area museums; maybe people can choose to "visit" an exhibit that provides information about a culture the employee is unfamiliar with, and then share what they learned in a small group session afterward. We have our next planning meeting on Wednesday, so I'll continue to read here to see what other ideas I can steal. Thank you ALL very much for your input.

On one hand, I'm excited that my organization is stepping up and putting diversity, equity, and inclusion front and center this year. On the other, sadly, it's well-meaning goobers like me who are organizing the events, which clearly is not ideal. But our hearts are in the right place (...around four inches deep of our breastbones).

sounds positive! I also would include a learning aspect to hear about diverse cultures and celebrations. I find that to be a really positive and fun way to be welcoming about diversity.

Extra toilet paper on ethnic food day!

It won’t be a fun or useful day for anyone. It will be a dull and cringe-worthy day for everyone and no one will learn anything. We have all been through these things enough times to know that. Everyone just wants to get back to the work that is piling up on their desks.

This, pretty much.

As well-intentioned as these things are, I've never seen one that did anything beyond waste everyone's time. The small-group-discussion things are the worst.

Serious question: what problem is this supposed to solve? Is there any evidence that suggests that these events are effective in doing that?

Anonymous wrote:OP here. I really appreciate the feedback. I e-mailed the other people who were voluntold... I mean, who volunteered to organize the day's activity and proposed that we hold training sessions on mentoring, on having difficult conversations, and on providing constructive feedback. (We actually have online trainings for those topics that people can take on their own; it would be cool to work through those sessions in a group.) For another part of the day, I compiled a list of online exhibits and other videos from area museums; maybe people can choose to "visit" an exhibit that provides information about a culture the employee is unfamiliar with, and then share what they learned in a small group session afterward. We have our next planning meeting on Wednesday, so I'll continue to read here to see what other ideas I can steal. Thank you ALL very much for your input.

On one hand, I'm excited that my organization is stepping up and putting diversity, equity, and inclusion front and center this year. On the other, sadly, it's well-meaning goobers like me who are organizing the events, which clearly is not ideal. But our hearts are in the right place (...around four inches deep of our breastbones).

I think those are really good ideas. Good luck with it

Amazing my first job we had a formal program to teach the white experience. Which was more useful.

How to play golf, dress, eat properly, how to order wine, make small talk, learn about American sports, business culture.

It helped a lot more than this stuff.

I am white but low income and poor growing up and a child of immigrants. The program helped me. Heck I did not know which fork to use, how to order wine, play golf. Heck I did not even watch football. Dressing tips were great and how to present, even handshakes and exchanging business cards helped.

Why the heck would I want to bring my European food to work and dress on a costume on a diversity day.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here. I really appreciate the feedback. I e-mailed the other people who were voluntold... I mean, who volunteered to organize the day's activity and proposed that we hold training sessions on mentoring, on having difficult conversations, and on providing constructive feedback. (We actually have online trainings for those topics that people can take on their own; it would be cool to work through those sessions in a group.) For another part of the day, I compiled a list of online exhibits and other videos from area museums; maybe people can choose to "visit" an exhibit that provides information about a culture the employee is unfamiliar with, and then share what they learned in a small group session afterward. We have our next planning meeting on Wednesday, so I'll continue to read here to see what other ideas I can steal. Thank you ALL very much for your input.

On one hand, I'm excited that my organization is stepping up and putting diversity, equity, and inclusion front and center this year. On the other, sadly, it's well-meaning goobers like me who are organizing the events, which clearly is not ideal. But our hearts are in the right place (...around four inches deep of our breastbones).

Actually, that sounds like a not terrible plan. The first part will keep things focused on universal experiences that everyone can get better at and the second doesn't put anyone on the spot to talk about their own background or culture.

"Not terrible" is indeed the goal!

Lol. "Not terrible" is about the best one can hope for, indeed!

I worked with diverse immigrants from Korea, Lebanon, Jamaica, Haiti, Ireland, Turkey and South Africa. I worked with others, who although also American, came from very different backgrounds from myself, including from rural communities and inner cities, when I worked in a suburban area.

We shared our "diversity" through life stories, bringing in different foods, and even meeting at different restaurants after work. "Diversity" training should not be about blaming anyone or making anyone feel bad, inadequate or guilty, because you don't know until you have walked in someone else's shoes. You can't tell what a person has or has not suffered or gotten or not gotten, just by looking at him or her.

Diversity should be about LEARNING about different people and cultures and UNDERSTANDING, and KINDNESS. Instead of teaching separation and "otherness", we need more unity and celebrations about the American "Melting Pot" and what being American means. (Live and let live. Work hard, follow the laws, create a nice family, treat people with respect whether you like them or not. Try some apple pie or barbeque at a 4th of July picnic)

(BTW before you judge me- my childhood was a horrible, chaotic mess. Absent, factory worker , lower working class father, and a narcissist, borderline personality SAHM, who refused to take her meds, because it "took the edge off". And screwed up siblings. I appreciate I am very happy with the people in my life and what I have - a peaceful, though modest, home. )

Anonymous wrote:

Anonymous wrote:OP here. I really appreciate the feedback. I e-mailed the other people who were voluntold... I mean, who volunteered to organize the day's activity and proposed that we hold training sessions on mentoring, on having difficult conversations, and on providing constructive feedback. (We actually have online trainings for those topics that people can take on their own; it would be cool to work through those sessions in a group.) For another part of the day, I compiled a list of online exhibits and other videos from area museums; maybe people can choose to "visit" an exhibit that provides information about a culture the employee is unfamiliar with, and then share what they learned in a small group session afterward. We have our next planning meeting on Wednesday, so I'll continue to read here to see what other ideas I can steal. Thank you ALL very much for your input.

On one hand, I'm excited that my organization is stepping up and putting diversity, equity, and inclusion front and center this year. On the other, sadly, it's well-meaning goobers like me who are organizing the events, which clearly is not ideal. But our hearts are in the right place (...around four inches deep of our breastbones).

Actually, that sounds like a not terrible plan. The first part will keep things focused on universal experiences that everyone can get better at and the second doesn't put anyone on the spot to talk about their own background or culture.

"Not terrible" is indeed the goal!

Anonymous wrote:OP here. I really appreciate the feedback. I e-mailed the other people who were voluntold... I mean, who volunteered to organize the day's activity and proposed that we hold training sessions on mentoring, on having difficult conversations, and on providing constructive feedback. (We actually have online trainings for those topics that people can take on their own; it would be cool to work through those sessions in a group.) For another part of the day, I compiled a list of online exhibits and other videos from area museums; maybe people can choose to "visit" an exhibit that provides information about a culture the employee is unfamiliar with, and then share what they learned in a small group session afterward. We have our next planning meeting on Wednesday, so I'll continue to read here to see what other ideas I can steal. Thank you ALL very much for your input.

On one hand, I'm excited that my organization is stepping up and putting diversity, equity, and inclusion front and center this year. On the other, sadly, it's well-meaning goobers like me who are organizing the events, which clearly is not ideal. But our hearts are in the right place (...around four inches deep of our breastbones).

Actually, that sounds like a not terrible plan. The first part will keep things focused on universal experiences that everyone can get better at and the second doesn't put anyone on the spot to talk about their own background or culture.

OP here. I really appreciate the feedback. I e-mailed the other people who were voluntold... I mean, who volunteered to organize the day's activity and proposed that we hold training sessions on mentoring, on having difficult conversations, and on providing constructive feedback. (We actually have online trainings for those topics that people can take on their own; it would be cool to work through those sessions in a group.) For another part of the day, I compiled a list of online exhibits and other videos from area museums; maybe people can choose to "visit" an exhibit that provides information about a culture the employee is unfamiliar with, and then share what they learned in a small group session afterward. We have our next planning meeting on Wednesday, so I'll continue to read here to see what other ideas I can steal. Thank you ALL very much for your input.

On one hand, I'm excited that my organization is stepping up and putting diversity, equity, and inclusion front and center this year. On the other, sadly, it's well-meaning goobers like me who are organizing the events, which clearly is not ideal. But our hearts are in the right place (...around four inches deep of our breastbones).

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Once things reopen, on a workday organize group trips to the museums on the mall - American Indian, African American, Holocaust etc. Encourage them to choose one or more outing that will broaden their knowledge of an ethnic group different than their own.

I'm Jewish and I don't think the Holocaust museum or anything genocide-themed is a good diversity activity. Like, what are we learning there that's practical in terms of how we should behave at the workplace? Don't genocide people? I think 'how to behave in a professional setting/what's expected of you', with those things being clear and applicable to everyone, is the best you can expect from this sort of thing.

I’m Jewish and think sending people to the Holocaust museum, followed by a conversation about the Jewish American experience could be instructive as a portion of a diversity and inclusion program. Same thing with the museums devoted to the Native American and African American experiences.

We need to move beyond defining all of this as “the Black American experience and everyone else.”

There are other Jewish heritage sites in DC that are both not genocide-themed and more focused on an American Jewish experience. For instance, the National Museum of American Jewish Military History. I question the idea that a conversation about our different experiences is even a good idea, but if you're going in that direction, that would be less excruciatingly sad.

Part of the problem is we have no museum (that I know of) that speaks generally to the American Jewish experience. I agree with you that the Holocaust Museum may be too narrowly focused, but so too might the museum you mentioned.

As for your other comment: Isn’t a conversation about our different experiences a core part of diversity and inclusion programs?

My perspective is that organizations should communicate their organizational culture and expectations and go over some examples of acceptable and unacceptable behavior. Communicate expectations, reduce ambiguity, tie it into your larger mission. If you want to have someone (or multiple people) who have volunteered to discuss their experiences and tie it into that, great. But there shouldn't be the expectation that you are going to want to share your different experiences with me or to hear me discussing them, because that can get personal and intimate quickly, some people aren't comfortable with that, and it's not key to the message of treating other people professionally and respectfully. Having a culture that doesn't require awkward sharing with your coworkers is, I would argue, the more inclusive option.

I agree with you, but if we’re going to have these diversity/inclusion programs, I think we should at least not make them out to really be “let’s use work time to talk about how racist America is” and instead embrace the true diversity of people’s identities and experiences.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Once things reopen, on a workday organize group trips to the museums on the mall - American Indian, African American, Holocaust etc. Encourage them to choose one or more outing that will broaden their knowledge of an ethnic group different than their own.

I'm Jewish and I don't think the Holocaust museum or anything genocide-themed is a good diversity activity. Like, what are we learning there that's practical in terms of how we should behave at the workplace? Don't genocide people? I think 'how to behave in a professional setting/what's expected of you', with those things being clear and applicable to everyone, is the best you can expect from this sort of thing.

I’m Jewish and think sending people to the Holocaust museum, followed by a conversation about the Jewish American experience could be instructive as a portion of a diversity and inclusion program. Same thing with the museums devoted to the Native American and African American experiences.

We need to move beyond defining all of this as “the Black American experience and everyone else.”

There are other Jewish heritage sites in DC that are both not genocide-themed and more focused on an American Jewish experience. For instance, the National Museum of American Jewish Military History. I question the idea that a conversation about our different experiences is even a good idea, but if you're going in that direction, that would be less excruciatingly sad.

Part of the problem is we have no museum (that I know of) that speaks generally to the American Jewish experience. I agree with you that the Holocaust Museum may be too narrowly focused, but so too might the museum you mentioned.

As for your other comment: Isn’t a conversation about our different experiences a core part of diversity and inclusion programs?

My perspective is that organizations should communicate their organizational culture and expectations and go over some examples of acceptable and unacceptable behavior. Communicate expectations, reduce ambiguity, tie it into your larger mission. If you want to have someone (or multiple people) who have volunteered to discuss their experiences and tie it into that, great. But there shouldn't be the expectation that you are going to want to share your different experiences with me or to hear me discussing them, because that can get personal and intimate quickly, some people aren't comfortable with that, and it's not key to the message of treating other people professionally and respectfully. Having a culture that doesn't require awkward sharing with your coworkers is, I would argue, the more inclusive option.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Once things reopen, on a workday organize group trips to the museums on the mall - American Indian, African American, Holocaust etc. Encourage them to choose one or more outing that will broaden their knowledge of an ethnic group different than their own.

I'm Jewish and I don't think the Holocaust museum or anything genocide-themed is a good diversity activity. Like, what are we learning there that's practical in terms of how we should behave at the workplace? Don't genocide people? I think 'how to behave in a professional setting/what's expected of you', with those things being clear and applicable to everyone, is the best you can expect from this sort of thing.

I’m Jewish and think sending people to the Holocaust museum, followed by a conversation about the Jewish American experience could be instructive as a portion of a diversity and inclusion program. Same thing with the museums devoted to the Native American and African American experiences.

We need to move beyond defining all of this as “the Black American experience and everyone else.”

There are other Jewish heritage sites in DC that are both not genocide-themed and more focused on an American Jewish experience. For instance, the National Museum of American Jewish Military History. I question the idea that a conversation about our different experiences is even a good idea, but if you're going in that direction, that would be less excruciatingly sad.

Part of the problem is we have no museum (that I know of) that speaks generally to the American Jewish experience. I agree with you that the Holocaust Museum may be too narrowly focused, but so too might the museum you mentioned.

As for your other comment: Isn’t a conversation about our different experiences a core part of diversity and inclusion programs?

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Once things reopen, on a workday organize group trips to the museums on the mall - American Indian, African American, Holocaust etc. Encourage them to choose one or more outing that will broaden their knowledge of an ethnic group different than their own.

I'm Jewish and I don't think the Holocaust museum or anything genocide-themed is a good diversity activity. Like, what are we learning there that's practical in terms of how we should behave at the workplace? Don't genocide people? I think 'how to behave in a professional setting/what's expected of you', with those things being clear and applicable to everyone, is the best you can expect from this sort of thing.

I’m Jewish and think sending people to the Holocaust museum, followed by a conversation about the Jewish American experience could be instructive as a portion of a diversity and inclusion program. Same thing with the museums devoted to the Native American and African American experiences.

We need to move beyond defining all of this as “the Black American experience and everyone else.”

There are other Jewish heritage sites in DC that are both not genocide-themed and more focused on an American Jewish experience. For instance, the National Museum of American Jewish Military History. I question the idea that a conversation about our different experiences is even a good idea, but if you're going in that direction, that would be less excruciatingly sad.