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Intentional Inclusion: Is it possible and will it work?
Step Up To Success!
P.O. Box 733
Miamisburg, Ohio 45343-0733
(937) 866-7511
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Sometimes the best way to move ahead is to start over.
If your diversity and inclusion programs are not working, perhaps you need to start over or take a another look with a fresh set of eyes. 
Call me . . .
Should you teach your organization how to be intentionally inclusive?

Intentional Inclusion


If leaders are not intentionally creating cultures of inclusion, then by default, they are creating cultures of exclusion. For years the term diversity seems to have taken the brunt of everything that is not good about working in organizations. The misinformation and disinformation attached to the word diversity are extraordinary.
Diversity has been substituted for affirmative action, EEOC, artificial quotas and the cause of unqualified people "getting in". Some go as far as to suggest diversity means giving privilege to certain groups of people resulting in discrimination against others.
These arguments are rooted deep in our personal values, beliefs, and cultural orientations. How one comes to define diversity is based on a choice to accept how others define diversity or make the choice to dig deeper to discover what this sometimes contentious word, diversity, may really mean. One's efforts should always be in search of what is truth. This article will discuss a concept connected to diversity called intentional inclusion.

To make it simple, diversity is who we are while inclusion is how we could and would be ... together. It is one thing to teach people to be aware of their differences, it is quite another to teach people the skills necessary to live with and deal with each other's diversities. 

To read the rest of this article in its entirety, click here:
If you are sick and tired of TALKING about diversity, then stop talking and Apple with clockDO something!
Based on the values and principles of Second Generation Diversity Training™ (SGDT™) The Fruits of Inclusion book walks the reader through the process for designing a diversity and inclusion program that really can work. The four phases the reader explores are:  
  • Understanding if your organization is ready for diversity and inclusion and if not, how to get ready
  • Being clear about how to design a strategy that works for your organization's unique culture
  • Deciding what type of training programs are needed to support the strategy
  • Ways to make diversity and inclusion sustainable

Second Generation Diversity Training™ (SGDT) is a blame-free, shame-free, guilt-free approach to diversity training that brings solutions into focus. If you want employees waking up WANTING to come to work versus HAVING to come to work, then you will want to consider Second Generation Diversity Training™ for your organization. The Fruits of Inclusion™ will help you create cultures of excellence through the transformative influence of inclusion.


Voting imageI appreciate your taking the time to participate in the "Tell me what you need" poll.

 The programs you indicated you needed most are:
  • Creating Excellence in Customer Service (for Supervisors - tied for #1)
  • Designing a Diversity & Inclusion Strategy (for managers and leaders - tied for #1)
  • Frankenstein Meet Your Monsster: Dealing with Generations at Work (tied for #2)
  • Increasing Personal and Team Effectiveness using the MBTI (tied for #2)
  • Speaking in Tongues: A Communication Skills Workshop (tied for #3)
  • Dealing with Conflict: A Relationship Management Program (tied for #3)

I will keep you posted when those offerings will be available. To bring inclusion training to your team ororganization, please visit me at

Dr. B