Creative Working

DEI FOR TEAMS

It's time to learn what true diversity, equity and inclusion can look and feel like. It's time to build an environment where everyone can thrive!

Diversity, Equity + Inclusion Training

Throw out all the outdated and harmful paradigms of what a diversity, equity and inclusion initiative should look like and embrace a healthy people-first paradigm. Bring to life a unified vision for your company, organization or community group and learn to navigate the daily practice and growth-curve of making DEI principles the bedrock of your ongoing success strategy. Our workshops provide a model for leaders looking to have a successful, equitable, and inclusive work or community environment.

Developed by researchers and facilitators at LTHJ GLOBAL, our workshops are built around the Enneagram of Bias Model(™)tool and teaching methodology. It was developed to fill a gap in learning in the Diversity, Equity and Inclusion (DEI) methodologies. That gap mainly consists of:

1) The introduction of the ‘I work’ concept at all levels of DEI, and a common language to explore the concepts that arise. 'I work' is an undertaking by an individual to explore one’s personal relationship to inclusion and exclusion. 

2) The need to develop an increased capacity for empathy for oneself and other experiences before introducing DEI concepts.

3) Increased awareness of techniques that foster a culture for learning DEI principles, concepts and techniques. 

4) Expanded responsibility of facilitators and educators to mitigate personal biases that impede effective learning.

The Enneagram of Bias Model

The Enneagram of Bias Model(™), first identified by LTHJ GLOBAL founder, Lindsey T. H. Jackson, is a diagram highlighting tendencies in barriers to learning DEI concepts of the specific Enneagram types. 

The Enneagram is an ancient typing practice that has long been used by individuals, organizations, leaders and practitioners to harness the best skills of each individual within the group and promote understanding of biases that limit excellence. However, Lindsey was the first to apply the diagram specifically to DEI. It is used to enable people to identify their specific blocks to embracing a culture of learning and willingness to embrace DEI initiatives.

‘Ennea’ meaning nine, and ‘gram’ meaning picture, the Enneagram points to nine different emotional intelligences. However, unlike other well-known typing structures, the purpose of working with the Enneagram is to better understand not just what we do, but why we do it. Empowered with this information, individuals and organizations are able to “free themselves from type,” in order to make better decisions that align with personal and, or organizational goals. 

This same thinking is applied when working with the Enneagram of Bias Model. It is designed to build upon this learning, by pointing to different ‘emotional biases’ that impede learning of DEI concepts.

The Enneagram of Bias Teaching Methodology

When taught in conjunction with the Enneagram of Bias Model(™), this training can begin the process of liberating individuals, organizations, and leaders from harmful constructs that limit our human potential for equity and inclusivity.

Incorporating elements of group facilitation, storytelling, narrative panel work, mixed media, kinesthetic and somatic practices, our tailor-made workshops provide learning in three levels of looped learning.

The First Level: Incremental or Single-Loop Learning 

 

An introduction to the Enneagram of Personality Types as a basis to learn an increased awareness of self. 

 

This loop serves as an introduction to:

 

  • The study of phenomenology

  • Internalized bias at an egoic level

  • Trigger/projection patterns

  • Nature vs Nurture patterns that impact subconscious stimulus/response patterns

 

The Second Level: Reframing or Double-Loop Learning

 

Working with the Enneagram of Bias Model(™) as an introduction to DEI principles and as a common language to promote ongoing personal growth and development.

 

This loop serves as an introduction to the basic DEI principles including, but not limited to:

 

  • Internalized Bias at a cultural level

  • Microaggressions

  • Privilege

  • Systems of Oppression 

  • Expanded views of “diversity”

  • Intersectionality

 

The Third Level: Transformational or Triple-Loop Learning

 

Building upon the learning in the first two loops as a means to promote collaborative thinking and problem-solving that centers diversity as the norm.

 

This loop serves as an opportunity to learn skills and tools to research, assess, interpret, and apply a diversity, equity, and inclusion lens to all levels of personal, organizational and civic engagement.

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