Our library of video-based microlessons allows you to maintain a dialogue on a specific topic with 3-5 minute lessons that address a single timely concept or teach a relevant workplace skill.
Our skill-building microlessons are designed to help individuals and teams work better together. Each lesson targets a specific workplace situation that learners experience through a video scene. We then define and teach the relevant skill, and show the benefits of using it.
You can assemble and deploy a group of lessons into a targeted curriculum to drive your point home. All of our microlessons can be customized to fit your specific needs.
Accessibility for Ontarians with Disabilities (AODA) |
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| A summary of the rights and expectations to provide accessibility to people in Ontario with disabilities. (5 min) *Note: This lesson is available upon request, and must be configured with both an Accessibility Policy and an Accessibility Plan | |||
Adapting to Direct and Indirect Feedback Styles |
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| Cultural dynamics and differing communication styles often make giving and receiving feedback challenging. The “feedback sandwich” (ie: giving a compliment, then constructive feedback, then a compliment) may be appreciated in some cultures, but may be misunderstood by people who are used to more direct feedback. (5 min) | |||
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Indicator: Embracing Interculturalalism | Skill: Giving Feedback |
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| Lesson Resource: Adapting to Direct and Indirect Feedback Styles Activity Sheet | |||
African Americans and the Arts |
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| Celebrating Black art is essential for acknowledging the resilience, creativity, and cultural contributions of Black artists throughout history. Learn about just a few of their many accomplishments and their impact in the U.S. and around the world. (5 min) | |||
Antitrust and Colluding with Competitors |
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| Competition laws can be very strict when it comes to competitors entering agreements where they set prices, the quantity of goods sold, or the quality of available goods. Know how to spot these schemes and respond in a polite, professional, and smart way. (3 min) | |||
Appreciating Hierarchy in Decision Making |
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| As we work with teams around the world, we can be more effective if we understand hierarchy and decision-making processes. Some cultures have flat consensus-oriented structures. Other cultures have hierarchical structures where team leaders make decisions and inform their teams. If we don’t respect a team culture, we might put colleagues in an awkward situation, cause unproductive conflict, and create bad outcomes. (4 min) | |||
| Indicator: Embracing Interculturalalism | Skill: Understanding Decision Making | |||
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Lesson Resource: Understanding Decision-Making Activity Sheet |
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Bias Against Asians |
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| The pandemic has caused an uptick in bias and hate crimes against our Asian communities. It's up to all of us to go from bystander to upstander and allies for our Asian co-workers. (4 min) | |||
Bias and Belonging |
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| A microlesson about addressing unconscious bias by building belonging in a healthcare setting. (3 min) | |||
Black Health and Wellness |
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| This lesson explores Black History Month's 2022 theme of Black Health and Wellness, celebrating the historic achievements and contributions of Black Americans as well as shedding light on racial health disparities in our nation today. (5 min) | |||
Black History Month |
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| An overview of Black History Month, its history, and its importance and relevance to our social fabric. This lesson will also introduce this year's Black History Month theme to learners, as a precursor to a deeper dive later in the month. (4 min) | |||
Black Lives Matter |
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| The tragic death of George Floyd has impacted every member of our work community - but it hasn't impacted everyone the same way. This lesson asks learners to reflect on how and why this is so - and what each of us can do to move forward together. (4 min) | |||
Black Resistance |
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| This lesson covers the theme for this year's Black History Month, Black Resistance, and explores how Black Americans have resisted historic and ongoing oppression — in all forms — since the nation's earliest days. (3 min) | |||
Blindspots and Inappropriate Behavior |
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| This lesson in our Workplace Color Spectrum Series shows people how to use the Workplace Color Spectrum to get orange conduct back on track. (3 min) | |||
Bribery and Expense Reports |
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| Bribery laws include provisions that require people and companies to keep accurate records of their expenses and expenditures overseas. Violating one of these "books and records" provisions can send you to jail, even if you never actually bribed anyone. (3 min) | |||
Bringing a Different Perspective |
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| Teams make better decisions when they incorporate ideas and perspectives from a diverse array of people. Learn the benefits and the barriers of the workplace skill of perspective seeking. (4 min) | |||
| Indicator: Valuing Diversity | Skill: Perspective Seeking | |||
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Lesson Resource: Perspective Seeking Tip Sheet |
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Celebrating National Hispanic Heritage |
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| A microlesson to celebrate Hispanic Heritage month and demonstrate appreciation for the differences we all bring to our teams. Also, a reminder that we should all strive to be our authentic selves and avoid code-switching if at all possible. (3 min) | |||
Celebrating Women Trailblazers |
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| Through their leadership and activism, women have paved the way for greater representation and equity in various industries and communities. This lesson celebrates a few of the many accomplishments women have made and explores their role in shaping a more equitable world for everyone. (4 min) | |||
Coming Out at Work |
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| As social values and norms change, more and more people are coming out. But not all people are ready to come out, especially at work. How can we make our workplaces more inclusive to our LGBTQIA+ co-workers, regardless of whether they are out or not? (5 min) | |||
Conducting Inclusive Team Meetings |
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| Unconscious bias can impact how meetings are run, how everyone participates in them, and who gets heard and valued. Meeting rules that create space for multiple voices to be heard lead to better decisions. (4 min) | |||
COVID-19 and Returning to Work |
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| As organizations reopen facilities and bring co-workers back together, empathy, candor and respect are more important than ever. That's because we all come back together with different experiences, concerns and goals. Being candid and have empathy is the best way to come together and move forward. (3 min) | |||
Creating a Trans-Inclusive Workplace |
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| Trans people have one of the highest rates of unemployment in the U.S. It is time for that statistic to change. Learn how to mitigate unconscious bias and what steps you can take to make your workplace trans-inclusive. (5 min) | |||
Cultural Cues for Quality Conversations |
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In cultures across the world, communication can be structured or unstructured. What’s normal in conversations in one culture - like interruptions or making eye contact - may be considered rude or disruptive in another. The more we learn about different communication styles and non-verbal cues, and how to facilitate input, the more respectful and inclusive we can be. (5 min) |
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| Indicator: Embracing Interculturalalism | Skill: Facilitating Input | |||
| Lesson Resource: Facilitating Input Activity Sheet | |||
Creating More Respectful Interactions |
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| This lesson in our Workplace Color Spectrum Series shows people how to use the Workplace Color Spectrum to de-escalate yellow conduct. (3 min) | |||
De-Escalating Conflict Using Positive Language |
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It can be tempting to react to negative situations or behavior with more negativity, but often this will escalate conflict rather than de-escalate. Learn how to use positive language and tone to effectively de-escalate issues or tense situations. (4 min) |
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| Indicator: Encouraging Empathy | Skill: Using Positive Language | |||
| Lesson Resource: Calm Down - Conflict De-Escalation Readiness Exercises Activity Sheet | |||
Decision-Making Using the Two Gear Method |
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When we make decisions that have a significant impact or affect other people, we need to slow down and use our big gear. Learn how to switch gears and ensure you are making informed and unbiased decisions. (4 min) |
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| Indicator: Deciding Together | Skill: Understanding How We Think | |||
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Lesson Resource: Two Gear Method Decision Making Infographic |
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Different Languages in the Workplace |
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| Are co-workers allowed to speak languages other than English? And what is this really all about? (2 min) | |||
Effective Email Communication |
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| With more people working from home than ever, email and other kinds of electronic communication formats are more important than ever. You can upgrade the effectiveness of your email communications by being intentional and using a few small tweaks. (3 min) | |||
Effective Use of Team Chat Apps |
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| In today's work environment, chat apps are a key way teams can keep connected and productive. But - as with all kinds of work communications - you can get the most of out chat apps by being empathetic and intentional. The key is to communicate in a way that works for both sides of the conversation. (3 min) | |||
Emotional Intelligence at Work |
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| Using emotional intelligence helps everyone make better decisions and take positive actions. These are key elements to a healthy workplace culture. (3 min) | |||
Empathy at Work |
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| A healthcare microlesson about showing empathy to a rude patient and exhibiting allyship so the patient adjusts their attitude and behavior. (3 min) | |||
Encouraging Employees to Speak Up |
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| A lesson that models how employees should encourage co-workers to speak up when they have a concern or they experience a problematic situation. (4 min) | |||
Engaging Our Active Listening Skills |
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This lesson focuses on active listening as a critical workplace skill and gives concrete ways to practice and improve our ability to actively listen to each other. (5 min) |
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| Indicator: Fostering Curiosity | Skill: Active Listening | |||
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Lesson Resource: Active Listening Tip Sheet |
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Establishing Healthy Norms of Behavior |
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| Everyone wants a healthy workplace - but what does that mean? We're all human, so a healthy workplace isn't perfect and doesn't mean nobody will ever misstep. But being able to give and receive feedback is a key skill that can help us build a work culture that works for everyone. (2 min) | |||
Expanding Your Network |
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This lesson teaches inclusive networking — we tend to talk to the same people each day, but by intentionally networking with people who aren’t like you, you’ll gain new perspectives, and learn about new ideas, tools, and trends. (4 min) |
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| Indicator: Advancing Allyship | Skill: Inclusive Networking | |||
| Lesson Resource: Inclusive Networking Activity Sheet | |||
Facing Criticism |
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We don't always respond well when we are told something we said or did is problematic. Learn best practices when receiving criticism or feedback, and how to correct non-inclusive behaviors and language. (3 mins) |
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| Indicator: Valuing Diversity | Skill: Engaging Nondefensively | |||
| Lesson Resource: Facing Criticism Tipsheet | |||
Fraud, Waste, and Abuse |
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| Introducing learners to the types illegal actions that result in unnecessary costs, misuse of resources, or deceitful practices within the healthcare system. (3 mins) | |||
Gathering All the Facts |
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Gathering all the facts and information available before making a decision is crucial to successful outcomes. This lesson teaches the skills to ensure you have all the pertinent information when making decisions, troubleshooting potential issues, etc. (3 min) |
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| Indicator: Nurturing Trust | Skill: Gathering All the Facts | |||
| Lesson Resource: Gathering All the Facts: Facilitating Input from the Right Stakeholders Activity Sheet | |||
Gifts and Conflicts of Interest |
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| Small business gifts have been around for a long time, but sometimes vendors go big. The intentions may be good, and the gift may still be inappropriate. We'll explain how and when to graciously say, "Thank you, but I can't ... " (4 min) | |||
Giving Fast and Effective Feedback |
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Giving feedback is an important tool in correcting behavior. And it can be tricky — especially when we are pressed for time or in the middle of an important task or project. Learn the best methods for providing fast and effective feedback. (3 min) |
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| Indicator: Managing Power | Skill: Fast and Positive Feedback | |||
| Lesson Resource: Giving Fast And Effective Feedback Activity Sheet | |||
Health Information Privacy Rights |
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| Teach employees about both their own health information privacy and that of their coworkers. We provide examples of a culture snafu where someone's privacy is not respected, and offer guidance on how to avoid such situations. Built in survey questions will gauge employee sentiment around coworkers' understanding of privacy rights at work. (2 min) | |||
Helping a Co-Worker on a Bad Day |
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People who are experiencing negative emotions like sadness, anxiety, or fear will benefit from the support of others, especially when placed in demanding work situations. Listening with empathy contributes to healthy workplaces by showing people you care and support them. (4 min) |
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| Indicator: Encouraging Empathy | Skill: Empathic Listening | |||
| Lesson Resource: Empathetic Listening Tip Sheet | |||
How to Intervene with Skill |
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Intervening when you see problematic behavior can be scary, but it's critical to creating a supportive and successful workplace. Learn the best practices when intervening to confront bias. (4 min) |
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| Indicator: Mitigating Bias | Skill: Learning to Intervene | |||
| Lesson Resource: Learning to Intervene Activity Sheet | |||
Identifying Microaggressions and Stereotypes |
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Microaggressions are comments or actions that unintentionally, but subtly reinforce a bias or stereotype about a specific group or characteristic. Learning to identify microaggressions when you see them is a key step in stopping and preventing them. (3 min) |
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| Indicator: Mitigating Bias | Skill: Identifying Microaggressions and Stereotypes | |||
| Lesson Resource: Identifying Microaggressions and Stereotypes Activity Sheet | |||
Inclusion in the Hybrid Workplace |
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| As people start returning to the office, we will increasingly have a hybrid workplace. Hybrid workplaces will be very supportive for employees but they also introduce the potential of exclusion and employee inequities. (4 min) | |||
Inclusive Language Creates Belonging |
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Words and phrases with problematic origins have made their way into our vocabulary and some have become common industry terms. It's our responsibility to retire and replace these terms and phrases. (4 mins) |
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| Indicator: Cultivating Authenticity | Skill: Use Language to Create a Level Playing Field | |||
| Lesson Resource: Inclusive Language Creates Belonging Activity Sheet | |||
Inclusive Recruiting and Culture Fit |
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| Culture fit can be an important criteria for hiring - or a red herring. What culture fit actually means - and why it matters. (3 min) | |||
Information Security and Human Error |
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| Everyone has a role to play in keeping our workplace and information about our operations, clients, and customers secure. Your choices matter. (2 min) | |||
Interpreting Emotion in Cross-Cultural Communication |
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How we express emotion is often based on our cultural background. Some cultures are more enthusiastic and expressive, while others are more solemn or reserved. Because of this, communication becomes strained when people with different levels of emotional expression interact. When we understand others’ communication patterns we can respond in productive ways. (5 min) |
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| Indicator: Embracing Interculturalism | Skill: Interpreting Emotional Expression | |||
| Lesson Resource: Interpreting Emotion in Cross-Cultural Communication Activity Sheet | |||
Intervention Method: Direct |
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This lesson reviews the upstander intervention technique, "Direct". Sometimes, we may want to respond directly to harassment by calling out the inappropriate behavior and/or confronting the person causing harm. (4 min) | ||
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Indicator: Advancing Allyship | Skill: Learning to Intervene: Assertiveness |
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Lesson Resource: Intervention Method: Direct Skill-Building Tipsheet |
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Intervention Method: Distract |
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| This lesson reviews the upstander intervention technique, "Distract". The aim is to reduce the tension or danger in a situation by shifting the attention to something else. (3 min) | |||
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Indicator: Advancing Allyship | Skill: Learning to Intervene: Redicting |
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| Lesson Resource: Intervention Method: Distract Skill-Building Tipsheet | |||
Intervention Method: Delay |
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| This lesson reviews the upstander intervention technique, "Delay". We can help reduce trauma or distress by speaking to the victim after an instance of harmful behavior is directed at them. (3 min) | |||
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Indicator: Encouraging Empathy | Skill: Personal Debriefing |
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| Lesson Resource: Intervention Method: Delay Skill-Building Tipsheet | |||
Intervention Method: Delegate |
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| This lesson reviews the upstander intervention technique, "Delegate". Entrusting others means asking someone you can count on for help with intervening in harm. (3 min) | |||
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Indicator: Advancing Allyship | Skill: Entrusting Others |
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| Lesson Resource: Intervention Method: Delegate Skill-Building Tipsheet | |||
Intervention Method: Document |
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| This lesson reviews the upstander intervention technique, "Document". Documentation involves using any form of media to create a record of an event or an issue — it could be video or audio or written notes. (4 min) | |||
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Indicator: Advancing Allyship | Skill: Providing Validation/Documentation |
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| Lesson Resource: Intervention Method: Document Skill-Building Tipsheet | |||
Letting Others Lead |
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One of the most important skills a manager or leader learns is when to step back and allow someone else to take the reins. It requires trusting others, and knowing when someone else may be better equipped to execute a certain project or task. It can feel risky but it's also crucial to innovation and growth. (4 min) |
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| Indicator: Managing Power | Skill: Knowing When to Let Others Lead | |||
| Lesson Resource: Letting Others Lead Activity Sheet | |||
Leading with Curiosity, Not Assumptions |
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| A microlesson about minimizing bias in healthcare. (3 min) | |||
Managing Contingent Workers |
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| General guidelines to managing contingent workers legally and effectively. (5 min) | |||
Managing COVID-19 in the Office |
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| As we return to shared workspaces, everyone needs to follow new safety protocols. And when someone missteps or forgets, we need to be able to give and receive respectful feedback. It's the best way to keep everyone safe as we move forward. (3 min) | |||
Managing Our Frustrations |
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| This lesson in our Workplace Color Spectrum Series shows people how to use the Workplace Color Spectrum to give feedback on yellow conduct. (6 min) | |||
Maternal Wall Bias and the Motherhood Penalty |
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Recognizing “maternal wall” bias, and addressing the ways in which ideas about motherhood and gender roles create barriers to women’s advancement in the workplace. (4 min) |
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| Indicator: Ensuring Equity | Skill: Managing Flexible Work Arrangements and Leaves | |||
| Lesson Resource: Maternal Wall Bias — Managing Leaves and Flexible Work Arrangements Activity Sheet | |||
Minimizing Gossip at Work |
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| Employees vent and gossip after receiving an assignment and news that a co-worker struggling with a mental health challenge will be out of the office. This kind of conduct can cross the line and violate our policies and the law. (4 min) | |||
Modern Slavery |
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| Modern slavery happens in workplaces around the world, from human trafficking to forced or bonded labor, or child labor. It is up to all of us to be vigilant, adhere to our policies, and speak up if we suspect exploitation or worker abuse. | |||
Monitoring for Signs of Exclusion |
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This lesson focuses on the skill of monitoring for signs of exclusion in group dynamics as a first step in fostering an inclusive work environment. (5 min) |
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| Indicator: Advancing Allyship | Skill: Monitoring for Signs of Exclusion | |||
| Lesson Resource: Monitoring for Signs of Exclusion Tip Sheet | |||
Motherhood and Authenticity |
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A co-worker (a new mom) may have a need that is not met by the workplace (lactation rooms), which makes it hard for them to be their authentic selves at work. We can increase awareness of others' needs by listening and tapping internal and external resources, to create a more inclusive workplace. (3 min) |
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| Indicator: Cultivating Authenticity | Skill: Understanding Vulnerability | |||
| Lesson Resource: How to Provide Help Tip Sheet | |||
Navigating Bias Without Conflict |
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| A microlesson about managing bias, composure as a part of empathy, and the need for allyship in a healthcare setting. (3 min) | |||
Navigating Harassment from Clients |
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| When managers learn that an employee is being harassed, their first instinct is to get their person out of the situation. That's critical - but a manager's thoughts and actions can't stop there. A remedy needs to be found that won't disadvantage the victim of inappropriate conduct. (4 min) | |||
Navigating Generational Differences |
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| Workplace Harassment typically occurs when employee conflict goes from simply emotionally reactive and "yellow" conduct to referencing a personal and protected characteristic, making it "orange" conduct. The key is to call it out in the moment to get everyone back on track. (4 min) | |||
Politics: Pause Before You Post |
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To inform employees that their social media posts can have real consequences. It explains what it means to be a brand ambassador, and offers insights into how social media can negatively impact your business. Teach employees how to recognize when they are letting emotions take the reins and avoid social snafus. (2 min) |
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Potential Conflicts With Nepotism |
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| A friend or family member could be a good fit for a position at your company. How do you support them without having your loyalties called into question? Learn to navigate these situations so that everyone gets a fair shake. (3 min) | |||
Power Implications and Inclusive Workplaces |
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In any organization, some people are managers and some people are workers. Sometimes, that difference in power leads to harassment situations when that power is used to coerce or punish someone. But it can also impact how words and actions are perceived - and acted upon. (4 min) | ||
Power Implications and Off-Duty Conduct |
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| By definition, the title of manager comes with authority. Sometimes managers forget that "they're the boss" - but employees rarely do. That makes it hard for employees to say "no" to a manager - even in casual situations. (2 min) | |||
Prove It Again Bias |
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Learn how to identify and mitigate “prove it again” bias by understanding how gender and racial bias impact hiring and promotion decisions. (4 min) |
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| Indicator: Ensuring Equity | Skill: Hiring and Promoting Inclusively | |||
| Lesson Resource: Prove It Again Bias in Hiring and Recruitment Activity Sheet | |||
Racial Stereotypes |
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| Recognizing how individuals experience racial stereotyping in the workplace and their effects on performance assessment. | |||
| Indicator: Valuing Diversity | Skill: Assessing Performance Equitably | |||
| Lesson Resource: Racial Stereotypes — Internal Performance Evaluations Activity Sheet | |||
Recognizing Bias at Work |
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The ability to recognize bias is an important component of critical thinking and making strong decisions. Recognizing bias involves recognizing patterns. (4 min) |
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| Indicator: Mitigating Bias | Skill: Recognizing Bias | |||
| Lesson Resource: Recognizing Patterns of Bias Tip Sheet | |||
Respecting Different Employee Values |
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| Sometimes people say or do something on purpose - to send a message that someone isn't welcome. But there are other situations that people kind of wander into. Almost by accident. And while the conduct isn't intentional, the impact can be just as bad. (3 min) | |||
Responding to an Active Shooter |
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| Our organization takes our safety seriously. While an active shooter situation is very unlikely to ever happen, it's best to know how to respond. (2 min) | |||
Responding to Recruitment Harassment |
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| As a manager, you're a leader. Your team will look to what you say - and what you do. And the message you send through your conduct is often the most powerful. (4 min) | |||
Responding vs Reacting |
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When faced with stressful situations, our "fight or flight" instinct is triggered and we often react quickly without thinking things through. This can result in us relying on our unconscious biases to inform decisions or make decisions that will cause a situation to escalate. Learn how to slow down and respond to situations rather than reacting. (4 min) |
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| Indicator: Deciding Together | Skill: Awareness of Bias-Based Profiling | |||
| Lesson Resource: Build Team Resilience by Responding Instead of Reacting Activity Sheet | |||
Return to Work Policy and Procedures |
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| As employers begin to reopen their offices and facilities, they need to build confidence and ensure safety by ensuring that everyone understands new post-coronavirus safety protocols. This lesson gives learners information about your new protocols and includes safety policies acknowledgment. (3 min) *Note: This lesson must be configured with a COVID-19 Policy. | |||
Saving Face: Framing Cross-Cultural Communications |
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When working across different cultures, it is important to understand priorities and social norms. Where one culture may value fast and direct communication and welcome open debate and quick decisions, another culture may value formal and polite interactions, reputation protection, and thoughtful consideration over time. When we frame our conversations to align with different social and cultural needs, we are more likely to have successful collaboration. (5 min) |
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| Indicator: Embracing Interculturalism | Skill: Framing | |||
| Lesson Resource: Framing Conversations in Cross-Cultural Communication Tip Sheet | |||
Shifting Our Mental Images of Women in the Workplace |
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| This lesson reviews the mental images we hold regarding gender and gender roles. As women break through barriers in fields that have historically been male-dominated, they create new images that open the door to other women. (4 min) | |||
Social Intelligence as a Work Skill |
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| Everyone is human and most people eventually say or do something that's unintentionally offensive or inappropriate at work. The key is to develop your own self-awareness so that you realize when your comments are having an unintended impact. And everyone needs to give a friend a little constructive feedback. (3 min) | |||
Social Media Drama at Work |
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| To remind employees that their viewpoints on social media can affect their relationships at work. An inflammatory post about a social justice movement can quickly turn into a workplace dispute. This micro lesson does not tell you what you can and cannot say on social media. It is a lesson in mindfulness, and a reminder that words have consequences. (2 min) | |||
Social Media Harassment |
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| If a co-worker's conduct after-hours feels inappropriate, that's not just a personal problem. It's a work problem, too. This includes online activities, too, like texting and commenting on social media. Here's what to do if a co-worker crosses a line. (3 min) | |||
Stop Antisemitism |
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| Since 10/7, there has been a 400% increase in reported antisemitism; acts of hate speech and physical incidents. The conflict in the Middle East has caused people to conflate the Israeli government with everyone who is Jewish and are targeting Jews with hate speech and violence. (5 min) | |||
Stop the Hate: Showing Up with Empathy |
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| This lesson is designed to provide employees guidance regarding how they comment on or message about the events in the Middle East, and the affected communities. Antisemitism and Islamophobia in the workplace have increased drastically since October 7th and this lesson provides guardrails so that employees do not further traumatize their co-workers with hateful messages. (3 min) | |||
Stop Islamophobia |
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Since 10/7, there has been a 200% increase in reported Islamophobia; acts of hate speech and horrific violence. The conflict in the Middle East has caused people to conflate Muslims and Arabs with violence and terror, bringing back very painful memories of persecution towards Muslims and Arabs after 9/11. (6 min) | ||
Supporting a Neurodiverse Workplace |
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Between 30 to 40% of the population is thought to be neurodivergent and managers need guidance on how best to support neurodiverse employees so they can be successful. (5 min) |
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Talking Politics |
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How do you discuss sensitive or politically charged subjects without causing conflict? Learn simple guidelines for navigating divisive issues in the workplace. (4 min) |
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The Power of Rethinking Assumptions |
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By understanding our current patterns of thinking, we can make the conscious choice to disrupt or challenge them, especially those that are rooted in bias. As we retrain ourselves, we stop jumping to conclusions, and instead, we open ourselves to new possibilities. (4 min) |
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| Indicator: Fostering Curiosity | Skill: Rethinking Assumptions | |||
| Lesson Resource: Let’s Practice Rethinking Our Assumptions Activity Sheet | |||
The Principles of Inclusive Language |
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Learn how to identify and practice using inclusive language with 6 simple principles. (3 mins) |
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| Indicator: Valuing Diversity | Skill: Understanding the Six Principles of Inclusive Language | |||
| Lesson Resource: The Principles of Inclusive Language Tipsheet | |||
Tightrope Bias |
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Learn to identify “tightrope” bias and understand how stereotypes affect advancement opportunities for women, people of color, and other “out-group” members. (4 min) |
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| Indicator: Ensuring Equity | Skill: Equitably Managing Professional Growth Opportunities | |||
| Lesson Resource: Tightrope Bias — Mitigating Bias in Professional Development Opportunities Activity Sheet | |||
Tug of War Bias |
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Identifying how structures like tokenism and other biases create a "tug of war" or unproductive conflict between women, people of color, and other members of non-dominant groups. (3 min) |
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| Indicator: Valuing Diversity | Skill: Prioritizing Inclusion in Collaboration | |||
| Lesson Resource: Tug of War Bias in Team Dynamics Activity Sheet | |||
Unconscious Bias Refresher |
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| A microlesson refresher about unconscious bias. (5 min) | |||
Uplifting LGBTQIA+ Voices |
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| Our LGBTQIA+ community deserves our allyship and support throughout the year, not just during June Pride Month. This lesson includes video submissions from our LGBTQIA+ community because becoming a better ally starts with listening to LGBTQIA+ people about their experiences. (6 min) | |||
Using Multiple Intervention Methods |
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This lesson reviews how to use multiple upstander intervention techniques simultaneously to more effectively stop problematic behavior and reduce harm. (4 min) |
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| Indicator: Advancing Allyship | Skill: Using Multiple Intervention Methods | |||
| Lesson Resource: Using Multiple Intervention Methods Activity Sheet | |||
Using Positive Language to Guide Behavior |
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While it can be tempting to use negative language to tell people when their behavior isn't appropriate, positive language that shows appreciation and respect often yields better results. Learn to use positive language to guide people toward behaviors you want to see. (3 min) |
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| Indicator: Encouraging Empathy | Skill: Using Positive Language | |||
| Lesson Resource: Using Positive Language to Guide Behavior Activity Sheet | |||
Using Proper Pronouns |
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| The subject of gender identity, including transgender and non-binary identities is evolving and may be new to some people. But the basics of respect for human dignity are the same and they go both ways. Respect for different gender identities and respect for people who are learning and trying to understand. (5 min) | |||
Valuing Differences and Being an Ally |
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| A microlesson about valuing differences, bias, and allyship in a healthcare setting. (2 min) | |||
Video Meeting Best Practices |
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| Many of us are new to video conferencing - or new to participating in them from home. Video conferencing comes with its own set of do's and don'ts. Recognizing them will help connect us. Ignoring them may inadvertently send the wrong message. (2 min) | |||
When Workplace Jokes Go Over the Line |
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| Having fun with co-workers makes the workday go faster. But sometimes a joke goes too far, potentially violating policies of inclusion and respect, or counting as harassment. (4 min) | |||