Culture Connections believes in the ideal of “out of many, one.”
The phrase e pluribus unum — “out of many, one” — has been America’s motto since 1776 and appears on the nation’s Great Seal. Originally representing the union of 13 colonies into a single nation, this ideal reflects the strength gained when a range of people work for a collective purpose.
This principle is just as vital in workplaces today. When organizations embrace a wealth of talents and perspectives, they foster innovation, collaboration, and success. An institutional culture built on collaboration and mutual respect strengthens unity, drives progress, and fosters positive work outcomes.
The Center’s Culture Connections program engages participants with discussions across various topics that encourage teamwork and help organizations more effectively work toward common organizational goals. The goal of the work is to create organizational cultures that are more innovative and engaged so workplaces can achieve success.
We empower organizations to cultivate positive cultures where every employee feels valued, engaged, and motivated to contribute their talents and perspectives. By prioritizing organizational culture, we help organizations create workplace environments that enhance performance and drive success.
Research shows that when workplace cultural challenges are left unaddressed, morale declines, employee retention suffers, and recruitment becomes more difficult. McKinsey Group’s 2020 study found that companies that employ individuals with a wide variety of backgrounds and experiences are more likely to outperform more uniform organizations in profitability. Investing in organizational culture training fosters creativity, drives innovation, and strengthens market performance.
The Right Time for Organizational Culture Training
Your organization will benefit if you answer NO to any of these questions:
Our program is built on three key pillars designed to set your organization up for success.
+Experience: The National Center for Civil and Human Rights connects history from the civil and global human rights movements to challenges today, drawing on those lessons to improve workplace culture. We use discussion and prompts to engage teams in active conversation.
+A Brave Space: Talking about workplace issues can be challenging, even when we recognize the benefit of open communication. We offer a “brave space” – encouraging curiosity and grace to generate honest, transparent dialogue that helps participants move past discomfort.
+Flexibility: Our Culture Connections experiences are customized for each organization we work with – companies, nonprofits and educational institutions. We offer our conversations in three formats: onsite at The Center in downtown Atlanta (when available), at a physical location of your choosing, or virtually.
DESIGNING YOUR Culture Connections EXPERIENCE
Putting Organizational Values into Action
Using an organization’s values, we explore how they manifest in the institution’s culture.
Creating a Common Language for Organizational Culture Concepts
Are we speaking the same language when we talk about creating experiences that speak to each individual in the organization where all feel a sense of belonging?
Understanding Implicit Bias and Microaggressions
An exploration of implicit bias, how it manifests as a microaggression, and how we can identify and address it.
Embracing Cross Generational Diversity
Explore generational diversity and how age, race, power and privilege intersect.
Cultivating Inclusive Behaviors
An exploration of emotional intelligence and the role it plays in creating inclusive cultures and the foundational behaviors leaders should model to create these cultures.
Applying the Lessons of History to the Workplace
Explore the impact of history on current inequities in organizations and industries. Provide tools for organizations to create environments of belonging, equal opportunity, and ensure employee populations that reflect the communities served.
Empowering Allyship
Explores the partnership between allies and members of under-represented groups.
LGBTQ+ belonging in the Workplace
Definitions, microaggressions, practical applications for an inclusive workplace.
BRG/ERG Leaders Advocating for Equal Opportunity
Addresses how BRG/ERG leaders can build alliances in relationships across differences and advocate for underrepresented groups
Empathy-Building through History
Senior managers explore different perspectives in the decision-making processes in the historic Montgomery Bus Boycott and apply them to current issues in Organizational Culture.
The Business Case for Advocating for Organizational Culture
Advancing Organizational Culture is an ethical imperative, but it’s also a business imperative and should be at the core of a company’s business strategy.
Using Feedback as a Tool for Equal Opportunity
High-quality feedback is crucial for individual advancement and organizational growth. Talent thrives where people give and receive honest feedback.
Gender Identity: Impact in the Workplace
Expectations for single mothers, male caregivers, female leadership; understanding gender identities, heteronormativity, and cisgender normativity.
Significance of Belonging
From productivity to retention, fostering belonging increases healthy connections, and increased well-being.
Cultivating Psychological Safety
Explore its role in creating inclusive organizations, increasing collaboration, innovation, trust, and accountability.
Defining Identity and Navigating Power
Explore individual and social identity, the relationship to power, and how leaders can use their power to advance Organizational Culture.
Navigating Challenging Conversations
In table-top, scenario-based activities, leaders learn techniques for empathetic listening, cultural humility, giving supportive feedback, and asking effective questions.
Creating a Meeting with Organizational Culture in Mind
Leaders are taught to use effective practices to conduct productive meetings that leverage the contributions and thoughts of all members of the team through proper planning of agendas, facilitation, and follow up activities.
We have created several Learning Series to provide a roadmap to support your ongoing needs and unique roles within your organization. Each “series” is made up of 4-8 modules such as Cultivating Psychological Safety, Using Feedback as a Tool for Equal Opportunity, The Business Case for Advocating for Organizational Culture, Navigating Challenging Conversation, and Characteristics of Inclusive Leaders. These modules will be delivered either monthly or quarterly, providing a roadmap to support your ongoing needs.
Leadership Series
+ Cultivating Psychological Safety
+ Using Feedback as a Tool for Equal Opportunity
+ The Business Case for Advocating for Organizational Culture
+ Defining Identity and Navigating Power
+ Navigating Challenging Conversations
BRG/ERG Leaders Series
+ Advocating for Equal Opportunity
+ Cultivating Psychological Safety
+ Navigating Challenging Conversations
+ Empowering Allyships
+ Defining Identity and Navigating Power
General Audiences Series
+ Putting Organizational Values into Action
+ Creating a Common Language for Organizational Culture Concepts
+ Understanding Implicit Bias and Microaggressions
+ Cultivating Inclusive Behaviors
+ Embracing Cross Generational Diversity
+ Empowering Allyship
+ Navigating Challenging Conversations
Onboarding/New Employee Series
+ Creating a common language for Organizational Culture Concepts
+ Understanding implicit bias and microaggressions
+ Embracing cross generational diversity
+ Empowering allyship
LGBTQ+ Series
+ Understanding Implicit Bias and Microaggressions
+ LGBTQ+ belonging in the Workplace
+ Gender identity: impact in the workplace
+ Being an Ally to LGBTQ+ in the workplace
HR Leaders Series
+ Cultivating psychological safety
+ Creating a meeting with Organizational Culture in mind
+ Using Feedback as a Tool for Equal Opportunity
+ Defining identity and navigating power
The Center would like to thank our sponsor(s) for their support of our mission driving initiatives. If you are interested in sponsoring The Center’s Culture Connections program, please contact Phil Polk at [email protected].
UPS is a proud supporter of the National Center for Civil and Human Rights.
Contact us to discuss how we can build an experience to support your organizational culture needs. Contact Pam Seiler at: [email protected], 720-581-1436