Oftentimes, implicit bias training is the go-to training for organizations seeking to create a more inclusive culture, yet such training rarely accomplishes what they hope it will. While implicit bias training is an important first step in an organization’s diversity and inclusion strategy, it is not enough to propel the organization forward. Developing diversity and inclusion strategies through a system thinking model allows organizations to take a more holistic approach to achieving both short and long-term culture change. A holistic approach addresses both the individual work (for example, implicit bias training) and the organization’s exclusionary policies and structures (regardless of the intent of the people implementing them).
Katrina “Neely” Farren-Eller, PhD: Neely has a Ph.D. in Rhetoric and Technical Communication from Michigan Technological University, and she also holds two Executive Certificates from Georgetown University: Strategic Diversity and Inclusion Management and Organizational Development and Change Leadership. Her research is grounded in narrative identity and use of self and focuses on identity development through the relationship between self and other. She presents on diversity, equity, and inclusion topics across many different sectors, including business and public relations. She previously coordinated the Inclusive Dubuque Network, a group of 60+ partners working on making their organizations and Dubuque more equitable and Inclusive.
Submit questions for Katrina or contact TRIHRA at trihra.shrm@gmail.com
Thank you to Loras College for sponsoring this event
Tri-State Human Resource Association. PO Box 1684, Dubuque, IA 52004-1684
