Resources

Over the years, The Winters Group has produced several resources rich with data, analysis, and recommendations surrounding DEI. Many of these resources are available for purchase or download below.

Over the years, The Winters Group has produced several resources rich with data, analysis, and recommendations surrounding D&I. Many of these resources are available for purchase or download below.

Books

We Can't Talk About That At Work!

Politics, religion, race—we can’t talk about topics like these at work, right? But in fact, these conversations are happening all the time, either in real life or virtually via social media. And if they aren’t handled effectively, they can become more polarizing and divisive, impacting productivity, engagement, retention, teamwork, and even employees’ sense of safety in the workplace. But you can turn that around and address difficult topics in a way that brings people together instead of driving them apart.

As a thought leader in the field of diversity and inclusion, Mary-Frances Winters has been helping clients create inclusive environments for over three decades. In this concise and powerful book, she shows you how to lay the groundwork for having bold, inclusive conversations. The key is careful preparation.

Inclusion Starts With I - Eight Steps to Inclusion

Creating inclusive cultures is a critically important business imperative as the demographics of the US become more diverse and as organizations operate increasingly in global contexts. If we are to work effectively together we must learn to understand, appreciate and accept differences. Our strength lies in our diversity. This book outlines 8 steps for the personal inclusion journey in a delightful book of quotes from voices as diverse as Dr. Martin Luther King, Jr. to Seneca. A very popular book for gifts, over 7,000 copies sold to date.

Throughout the year, we host complimentary public Virtual Learning Labs (VLLs) to engage our clients and broader network in conversations that are pressing and relevant to the workplace but often times avoided. As part of our commitment to engaging in Bold, Inclusive Conversations®, and supporting other in building the skills to do so, we use our public VLLs to challenge the status quo and address the issues that are critical to our strides towards equity.

For those that missed the Lab or would like to review the content from the Lab, we’ve linked a few of the recordings and key takeaways here.

Reports and Whitepapers

Cultivating Culturally Competent HR Practices: A Toolkit for Human Resources Professionals (2019)

Now more than ever, it is critical that human resources professionals view their roles and responsibilities through a culturally competent lens. At The Winters Group, we define cultural competence as a continuous learning process to develop knowledge, acceptance, and skills; the ability to discern cultural patterns in one’s own and other cultures, and effectively incorporate different worldviews into problem solving, decision making, and conflict resolution. Simply put, cultural competence is the “how” in fostering inclusion, and requisite to “making it real” within organizations. This toolkit serves as a “start point” for considering and furthering strides toward creating an equitable work environment for all—and cultivating cultural competence in how human resources professionals communicate, recruit, and engage.

Moving Beyond Equality: Perspectives on Achieving Inclusion Through Equity in Our Organizations & Beyond (2018)

Adapted from our “Equity vs. Equality” series in The Inclusion Solution, this resource will provide support in continuing to dive deep into the topic and reality of equity– what it means in the workplace and beyond. Who are those most effected by the inequities that continue to be perpetuated? Does our quest for equality leave us with blind spots? We encourage you to read “Moving Beyond Equality: Perspectives on Achieving Inclusion Through Equity in Our Organizations & Beyond” and use it as a resource for your own learning and reflecting as well as a resource to share and continue the conversation.

Bold, Inclusive Conversations®: Addressing Race & Racism in the Workplace (2018)

Race is one of the most complex concepts in modern society.  It has changed throughout history and very likely will continue to be “formed, transformed, destroyed, and re-formed” as our understanding evolves (Omi and Winant, 2001, 14).  As our understanding of race evolves, so must our understanding of equity in the context of the systemic racism we see in and outside the workplace.

To move towards this greater understanding of race, systemic racism, and equity, I ask three questions: How has our understanding of race evolved?  How do we understand racism in the world today? How do we begin to have conversations in the workplace that honor the complexity and depth of this issue and that move us towards equity?

Men and Women Seeking #MeToo Congruence: Being the #MeToo Imperfect Ally Model (2018)

The #MeToo Imperfect Ally model  was developed to help men be #MeToo allies, and to provide amethod for men and women to gain understanding, alignment and congruence on the intentions, behaviors and impact that represent #MeToo progress. The model is based on theories, and the process detailed in the book, We Can’t Talk about That at Work: How to Talk about Race, Religion, Politics, and Other Polarizing Topics, by Mary-Frances Winters, President & CEO of The Winters Group, Inc.

While The #MeToo Imperfect Ally model was originally developed to assist men, it can be utilized by both men and women to reflect, acknowledge, listen and engage in a manner that results in increased respect, inclusion and equity across gender lines in the workplace.

Survey: Race & Workplace Trauma During the Age of #BlackLivesMatter (2016)

During the summer of 2016, following the murders of Alton Sterling and Philando Castile, The Winters Group hosted a series of Virtual Learning Labs that examined race-based trauma, and provided leaders, allies, and coping employees with strategies for creating spaces for authentic dialogue and engaging in self-care. As part of the Race & Trauma Virtual Learning Lab series, attendees were also invited to participate in a survey that gauged their reactions to, and perspectives towards race relations, the recent police shootings, and the impact these tragedies have in their work environments. Four hundred (400) respondents completed the survey.

Findings from the survey suggest some commonalities and distinct differences across races. For example, whites and blacks who participated in the survey shared similar perceptions towards the state of race relations. Nearly ½ of all black and white respondents believe race relations are getting worse. Alternatively, survey responses indicate disparities in how blacks and whites experience race and feel understood in the workplace. Fifty-three percent (53%) of blacks believe their co-workers have little to no understanding of their feelings around recent events. Whereas, 75% of whites believe they somewhat or fully understand their coworkers’ feelings.

In addition to quantitative data, the findings also include narratives and comments shared by respondents.

LinkedIn Learning Courses

We’ve developed a series of videos with LinkedIn Learning that can be used to complement and scale your organization’s diversity and inclusion education. Instructor Mary-Frances Winters guides you through the series, offering scenarios, techniques, and tactics to help you along the way.

In her most recent course, Skills for Inclusive Conversations, Mary-Frances offers a multistep process for building the skills necessary to engage in inclusive conversations. Find out how to conduct an exploratory self-assessment to better understand yourself and your team, learn tactics to go from polarization to common ground, and discover practical techniques for discussing difficult topics.

In Cultivating Cultural Competence and Inclusion, Mary-Frances explains why cultural competence is key to the success of any diversity-related initiative, as well as how to assess and grow your own cultural competence. She shares scenarios and techniques that can help you grasp how your worldview impacts your behavior, as well as how to more effectively engage and adapt across cultural differences.

Books

We Can't Talk About That At Work!

Politics, religion, race—we can’t talk about topics like these at work, right? But in fact, these conversations are happening all the time, either in real life or virtually via social media. And if they aren’t handled effectively, they can become more polarizing and divisive, impacting productivity, engagement, retention, teamwork, and even employees’ sense of safety in the workplace. But you can turn that around and address difficult topics in a way that brings people together instead of driving them apart.

As a thought leader in the field of diversity and inclusion, Mary-Frances Winters has been helping clients create inclusive environments for over three decades. In this concise and powerful book, she shows you how to lay the groundwork for having bold, inclusive conversations. The key is careful preparation.

Inclusion Starts With I - Eight Steps to Inclusion

Creating inclusive cultures is a critically important business imperative as the demographics of the US become more diverse and as organizations operate increasingly in global contexts. If we are to work effectively together we must learn to understand, appreciate and accept differences. Our strength lies in our diversity. This book outlines 8 steps for the personal inclusion journey in a delightful book of quotes from voices as diverse as Dr. Martin Luther King, Jr. to Seneca. A very popular book for gifts, over 7,000 copies sold to date.

Virtual Learning Lab Recordings

Throughout the year, we host complimentary public Virtual Learning Labs (VLLs) to engage our clients and broader network in conversations that are pressing and relevant to the workplace but often times avoided. As part of our commitment to engaging in Bold, Inclusive Conversations®, and supporting other in building the skills to do so, we use our public VLLs to challenge the status quo and address the issues that are critical to our strides towards equity.

For those that missed the Lab or would like to review the content from the Lab, we’ve linked a few of the recordings and key takeaways here.

Reports and Whitepapers

Cultivating Culturally Competent HR Practices: A Toolkit for Human Resources Professionals (2019)

Now more than ever, it is critical that human resources professionals view their roles and responsibilities through a culturally competent lens. At The Winters Group, we define cultural competence as a continuous learning process to develop knowledge, acceptance, and skills; the ability to discern cultural patterns in one’s own and other cultures, and effectively incorporate different worldviews into problem solving, decision making, and conflict resolution. Simply put, cultural competence is the “how” in fostering inclusion, and requisite to “making it real” within organizations. This toolkit serves as a “start point” for considering and furthering strides toward creating an equitable work environment for all—and cultivating cultural competence in how human resources professionals communicate, recruit, and engage.

Moving Beyond Equality: Perspectives on Achieving Inclusion Through Equity in Our Organizations & Beyond (2018)

Adapted from our “Equity vs. Equality” series in The Inclusion Solution, this resource will provide support in continuing to dive deep into the topic and reality of equity– what it means in the workplace and beyond. Who are those most effected by the inequities that continue to be perpetuated? Does our quest for equality leave us with blind spots? We encourage you to read “Moving Beyond Equality: Perspectives on Achieving Inclusion Through Equity in Our Organizations & Beyond” and use it as a resource for your own learning and reflecting as well as a resource to share and continue the conversation.

Bold, Inclusive Conversations®: Addressing Race & Racism in the Workplace (2018)

Race is one of the most complex concepts in modern society.  It has changed throughout history and very likely will continue to be “formed, transformed, destroyed, and re-formed” as our understanding evolves (Omi and Winant, 2001, 14).  As our understanding of race evolves, so must our understanding of equity in the context of the systemic racism we see in and outside the workplace.

To move towards this greater understanding of race, systemic racism, and equity, I ask three questions: How has our understanding of race evolved?  How do we understand racism in the world today? How do we begin to have conversations in the workplace that honor the complexity and depth of this issue and that move us towards equity?

Men and Women Seeking #MeToo Congruence: Being the #MeToo Imperfect Ally Model (2018)

The #MeToo Imperfect Ally model  was developed to help men be #MeToo allies, and to provide amethod for men and women to gain understanding, alignment and congruence on the intentions, behaviors and impact that represent #MeToo progress. The model is based on theories, and the process detailed in the book, We Can’t Talk about That at Work: How to Talk about Race, Religion, Politics, and Other Polarizing Topics, by Mary-Frances Winters, President & CEO of The Winters Group, Inc.

While The #MeToo Imperfect Ally model was originally developed to assist men, it can be utilized by both men and women to reflect, acknowledge, listen and engage in a manner that results in increased respect, inclusion and equity across gender lines in the workplace.

Survey: Race & Workplace Trauma During the Age of #BlackLivesMatter (2016)

During the summer of 2016, following the murders of Alton Sterling and Philando Castile, The Winters Group hosted a series of Virtual Learning Labs that examined race-based trauma, and provided leaders, allies, and coping employees with strategies for creating spaces for authentic dialogue and engaging in self-care. As part of the Race & Trauma Virtual Learning Lab series, attendees were also invited to participate in a survey that gauged their reactions to, and perspectives towards race relations, the recent police shootings, and the impact these tragedies have in their work environments. Four hundred (400) respondents completed the survey.

Findings from the survey suggest some commonalities and distinct differences across races. For example, whites and blacks who participated in the survey shared similar perceptions towards the state of race relations. Nearly ½ of all black and white respondents believe race relations are getting worse. Alternatively, survey responses indicate disparities in how blacks and whites experience race and feel understood in the workplace. Fifty-three percent (53%) of blacks believe their co-workers have little to no understanding of their feelings around recent events. Whereas, 75% of whites believe they somewhat or fully understand their coworkers’ feelings.

In addition to quantitative data, the findings also include narratives and comments shared by respondents.

Download your complimentary copy of the summary data.

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The Winters Group, Inc. is a certified Minority / Women-Owned Business Enterprise.