May 6-8, 2015

san diego downtown

Organizational Leaders Value Results & Only Give Lip Service to Promoting Inclusion. So, Give Them Results AND Promote Inclusion at the Same Time! Whether it is collecting diversity & inclusion (D&I) data, implementing an organization wide inclusion strategy, or promoting GLBT equity, diversity executives too often find it difficult to get organizations to change from out dated practices to more inclusive ways of doing things. The managers and executives seem open to D&I when you initially present the idea to them. They smile and tell you how insightful your presentation was, but too often you start to notice a shift in tone when you seek permission to get the D&I initiative rolling. That we they start to say things like:

  • “We need to avoid jeopardizing what makes us successful when trying out new initiatives”
  • “Let’s take things slow and steady. That’s the way we do things around here”
  • “The diversity stuff is nice to have, but we certainly have other more pressing concerns to deal with”
  • “If we focus too much on our differences, that can make us less productive,” or . . . 

What would you add to this list? Diversity & Inclusion is Not the Same as EEO/Affirmative Action While D&I best practices have been around for decades, managers still have difficulty separating it from EEO. But, their lack of understanding is not necessarily due to prejudice and stereotyping in my experience. Our work as diversity professionals accounts for a lot of push back. Why?—Because diversity professionals have not collectively promoted getting organizational decision makers to understand the D&I return on investment or ROI. Admirably, most diversity professionals have focused our attention on empowering the voiceless, under-served, and historically excluded groups (HEGS) in organizations. Some choose to work with organizations ready to embrace best practices and avoid the unprepared.

There is an inseparable link between business goals and employee satisfaction. It is not easy work. Imagine giving a presentation to sell your ideas about incorporating D&I in your organization and it speaks to the core of what leaders believe the organization is all about. You highlight how increased success is directly related to promoting inclusion. Your presentation covers things like how happy employees are seldom absent and talk up the organization in their community. You dazzle them with data showing that engaged employees come up with great ideas for making workflow processes run more smoothly and products better.

Too many diversity executives operate as though empowering HEGs is inconsistent with promoting organizational success.

You might be asking at this point, “What planet is that organization on?“ Well, I am not going to tell you that your results will be similar, but I feel confident saying that most organizations simply have not figured it out—yet.  Sure we know quite a bit about employee engagement. Engagement programs are not new, but enthusiasm for them fizzled fairly quickly the first time around. The renewed interest at this point likely has more to do with employers expecting workers to do more with and for less. But that is the bad news.

The good news is that employee engagement is the result of people connecting in ways that energize their workplace. That is why the outdated engagement practices that focused on the employee instead of the manager were relatively ineffective. But there is an increasingly important dynamic in modern organizations that make conditions ripe for promoting engagement programs. The demographic shift has led to a more culturally diverse workplace than ever before in western society. All of the problems that cause divisions in the larger society follow each employee into the workplace like a shadow. Research and workplace experience show that the differences are not easy to harness in the service of productive workplace relationships without putting a system into place. D&I practices can serve a similar purpose, but only effectively to the extent that the focus is on more than making HEGs feel more empowered. Creating a space in which people can be themselves and feel valued is important but not sustainable as a stand alone practice. Diversity executives must understand the linkages between best practices, productive workplace relationships, and a thriving organization. Too many operate as though empowering HEGs is inconsistent with promoting organizational success. That is where the real work lies. The “Engagement and Inclusion Seminar” offers a hands-on opportunity to develop a plan for increasing employee engagement by designing work conditions conducive to productive and collegial interactions.  That is what I will teach you about in the seminar.

This is Not a Diversity Conference – It’s an Experience

Unlike a diversity conference, this seminar provides you with both valuable information and practical skills. By applying what you learn during the Step-by-Step Engagement & Inclusion Learning Event, you will develop a plan to address the barriers that block your organization’s progress. You see, you and others in the organization already know what needs to happen to get results.

You just need a way to tap into that knowledge and harness to move the organization forward with the tools we offer. Applying the step-by-step approach will help you transform how your organization thinks about and practice diversity and inclusion work.

CDP Chicago

Here are “take aways”:

  • A practical understanding of what employee engagement is and how it is relevant to your organization.
  • A graphic representation of the linkages among engagement, inclusion, and ROI for your organization.
  • Lessons learned from what other participants share
  • An action plan for success
  • A guidebook filled with exercises and the steps you need to take to transform your organization into a magnet for engaged, diverse people.
  • What you will learn about your organization in practicing how to use the Engagement & Inclusion Guidebook
  • An approach to Engagement & Inclusion that supports and productivity.
  • What you learn from success stories presentations
  • Insights from participating in small group learning modules designed to practice what you learn

When is the event?

May 6-8, 2015

Where is it being held?

Hotel TBD (Downtown San Francisco)

What is the agenda?

Day 1 – Wednesday (evening) – Not required, but appreciated.

  • Social hour with cultural performances and music
  • Buffet dinner
  • Award presentations

Day 2 – Thursday (all day)

  • What is Engagement & Inclusion?
  • Engagement best practices
  • Engagement, Inclusion & ROI
  • Small group work Individual and participant presentations

Day 3 – Friday (until about 4:00 pm)

  • Engagement & Inclusion Program Design
  • Program Develop
  • Program Implementation
  • Measuring Success
  • Action Planning
  • Small group work Individual and participant presentations


  • A complimentary sixty (60) minute post training session with Billy Vaughn, PhD CDP
  • A complimentary copy of Dr. Billy Vaughn’s book The Managing Diversity e-Coach Book

Register quickly as seats limited. Still not certain if it is worth your time?


Check out these testimonials.

I am always impressed with your ability to get at the heart of the matter with diversity issues, Billy. Each course I take with you is better than the previous. Michael Eatman, MA CDP University School of Nashville


Your training was invaluable.. CAPT Mae M. Pouget, MC, USN Navy Medicine Diversity


I have already seen the benefit of my training . . . I am using the language from your training and tying it back to my institutions language!. Kimberly L. Simmons, Pharm.D., MBA Assistant Vice President, Diversity and Inclusion Assistant Professor, Pharmacy Practice St. Louis College of Pharmacy


I have plenty more of these to share with you upon request. We can even give you contact information so that you can talk to a couple of past participants. That’s how much our clients value what we offer and confident we are that you will receive the same benefits.

How much does it cost?

  • $2095.00 Full price 
  • $1495.00 if registered by September 15, 2014
  • $1695.00 by November 15, 2014 for actively registered CDP recipients

Will I receive CEUs for participation?

  • Yes, you will receive CDP CEUs equivalent to 14 hours (You need 9)
  • We are working with HRCI on the amount of human resource hours

Who will be the presenters?

  • Billy Vaughn, PhD CDP
  • TBD
  • TBD

What are the presentations? [Topics are subject to change]

  • What is employee engagement?
  • Engagement & inclusion
  • Keep components of an inclusive engagement program
  • Designing an inclusive engagement program
  • Inclusive engagement & diversity education
  • Measuring success

When is registration deadline?

  • This event is limited to 100 participants
  • Registration closes when the limit is satisfied
  • If necessary, there will be a wait list with announcements of any opening about 30 days prior the event.

Diversity Recruitment and Retention Best Practices 

Get the diversity recruitment resources you need to boost your diversity recruitment plan. When you leave the Step-by-Step Engagement & Inclusion Learning Event, you will feel much more confidence, feel nourished, and anxious to get back to the office to put your ideas to work. If your experience is like that of most just after completing the CDP program, you will notice results before you reach office. That is our commitment! I look forward to seeing you in San Francisco!



Billy Vaughn, PhD CDP

[jotform ID=42047899519974]

%d bloggers like this: