Equity, Diversity, and Inclusion Training & Resources
As part of our commitment to creating a diverse, inclusive, and equitable community for all our participants, we have partnered with leading organizations to create complimentary trainings on how you can inspire the youth voice, create a sense of belonging, and more.
Coach & Mentor Trainings
FIRSThascollaboratedwith the National Alliance for Partnerships in Equity (NAPE) to develop training for coaches, mentors, volunteers, partners and other key stakeholders who work directly with students and are committed to creating a sense of belonging for students on teams. Through engaging and reflective activities on our interactions with students, these modules will equip us with specific strategies to support community outreach, student participation, motivation, engagement and success.
We have prepared a complimentary, three-part training module course for theFIRSTcommunity. This course is free and available to anyone. The three interactive course modules each range in 20 - 40 minutes. Complete the modules individually or all at once. We recommend completing each module in one sitting as the certificates generate based on completion of each module.
Once you've completed the training modules we encourage you to download the FIRST.When file opens, right click and "save image as" to download.
Youth Team Member Trainings
Youth participation and development are important toFIRST. Helping young people to develop leadership competencies makes them better to solve societal and community issues. The Equity, Diversity, and Inclusion Team has formed a Youth Advisory Committee (YAC) to help inspire youth voice and leadership withinFIRST.
One of the initial projects of the ED&I Youth Advisory Committee was the assistance in developing equity, diversity, and inclusion training for youth. The Inspiring Youth Voice Training modules and animation video was designed to help youth understand the importance of equity, diversity, and inclusion. This training will introduce strategies to help makeFIRSTa more inclusive environment.
We have prepared three modules and an animation video forFIRSTyouth participants. Each module and the animation are 2-3 minutes.
Gender Equity
- Put Her FIRST Video Series - A collection of FIRST® LEGO® League videos featuring young women team members.
- FIRST Like A Girl - #FIRSTLikeAGirl strives to improve the culture of STEM by sharing the experiences of the successful women and girls in FIRST.
- LGBTQ+ of FIRST - An organization dedicated to raising awareness and acceptance of LGBTQ+ participants in FIRST.
- You Go Girl - This initiative personifies team dedication to reversing society’s perception of women in engineering by inspiring girls to become involved in STEM fields.
- Girls Who Code - The organization is building the largest pipeline of future female engineers in the United States. Girls Who Code offers learning opportunities for students and alumni to deepen their computer science skills as well as their confidence.
- Women in STEM: A Guide to Bridging the Gender Gap - Maryville University Online wants to help educate people on the benefits of a career in STEM fields as well as provide the resources necessary for women, minorities, and people with disabilities to follow their passion and desired career path. This guide provides some information about the current gender and diversity gaps in STEM university studies and careers, reasons for those gaps, and strategies to help promote inclusivity in STEM-related industries.
Disability Inclusion
Created in collaboration with Kids Included Together (KIT), these webinar training focuses on providing coaches and mentors with a better understanding of some of the challenges youth with disabilities face, and how to create a more welcoming and comfortable environment for everyone on their FIRST teams.
- I Can Be Inclusive Too e-Course - These interactive Inclusion tools will provide practical steps to achieve your disability inclusion goals and help you feel confident in understanding inclusion, creating accommodations, supporting and responding positively to behavior challenges and creating supportive environments. Through these videos, we will highlight a path of resources and supports to access at time of need. Participants will leave with several resources, learn from videos, and scenario demonstrations helping to build staff confidence and competence in supporting all youth at your program!
- Creating a Sense of Belonging – For youth with autism spectrum disorder
- Inclusive Recruitment and Enrollment Strategies webinar
- Tip Sheets
- 5 questions for families
- 5 questions for team members
- Case by case checklist
- Gathering info from families
HRC Project THRIVE
Human Rights Campaign, Project THRIVE
FIRST has joined Project THRIVE, a multi-year, collaborative effort of many national organizations led by the Human Rights Campaign Foundation to create more equitable, inclusive support systems and communities for LGBTQ youth.
- Project THRIVE Pride Message
- Project THRIVE Monthly Newsletters -Project THRIVE offers a monthly newsletter as a resource for any youth-serving professional interested in learning more about better serving LGBTQ youth.
- Project THRIVE Webinars -Register for upcoming webinars covering various topics on how to support LGBTQ youth in your community.
- LGBTQ-Inclusive Position Statements and Resolutions -“We encourage all youth-serving professionals to use and share these resolutions and position statements as guides to creating safe, supportive, and affirming environments for LGBTQ youth.”
- A Parent’s Quick Guide for In-School Transitions: Empowering Families and Schools to Support Transgender and Non-Binary Students -“This guide supports parents and caregivers navigating the process of in-school social transition with their child and their child’s school. The guide is intended to offer a quick reference for parents through the process, in a step-by-step manner.”
- Promoting Emotional Wellness for LGBTQ Youth -This self-paced hour-long training module will help participants learn how to best promote safety, health, and well-being for LGBTQ youth at home, at school, and in systems of care. Social workers can even earn one free CEU from NASW.
- LGBTQ Inclusivity in Schools: A Self Assessment Tool -The Center for Disease Control has released a new self-assessment tool for LGBTQ+ Inclusivity in Schools. This is a great measure to determine if you and your school are meeting the full needs of your LGBTQ+ students.
- imi a free online resource for LGBTQ+ youth to support their mental health and well-being.
Localization & Language Assistance
A critical aspect of being accessible and inclusive is communication with others. The FIRST Localizations & Language Assistance Strategy positions us to meet the communication needs of students experiencing barriers. Students experiencing limited English proficiency and students with hearing, vision, or speech disabilities, should have the opportunity to fully participate in our programs.
Versions of FIRST materials in Spanish
If you need program specific materials in Spanish or another language, please contact to your local Program Delivery Partner or FIRST Customer Service for availability and access to those materials.
Well-Being
At FIRST, we are committed to creating a diverse, inclusive, and equitable community for all participants. Well-being is important and we encourage coaches and mentors to educate themselves on ways to best work with their students. A few helpful resources created by the National Institute for Mental Health are linked below. If specific questions or situations arise, we advise you to reach out to organizations that specialize in well-being.
- Stand Up to Stress!
This printable coloring and activity book for children ages 8-12 teaches kids about stress and anxiety and offers tips for coping in a healthy way. - I’m So Stressed Out!
This fact sheet can be printed and posted about stress and anxiety and what students can do to cope. - I’m So Stressed Out!
This infographic briefly presents information about stress, anxiety, and ways to cope when feeling overwhelmed. It was developed for use on social media to highlight the “I’m So Stressed Out” fact sheet. - Teen Depression: More than just moodiness
This fact sheet is intended for teens and young adults and presents information about and how to recognize the symptoms of depression and how to get help.
Alliances
FIRST maintains important national Alliance relationships with a network of organizations, corporations, foundations, institutions, colleges and universities, and others that are committed to sustaining key programs that ignite young minds and advocate STEM. These relationships help increase FIRST visibility and provide valuable resources.
At the state/local level, Alliances can have a significant impact in the community by creating more teams, engaging more mentors, and reaching out to more students.
FIRST Alliances:
- advocate and promote career opportunities in STEM in grades K-12;
- look to build on existing STEM related programs; and
- seek ways to engage their memberships in FIRST mentor/coach opportunities as a means of workforce development, increased community involvement, and encouraging their employees to give back to the communities
Learn more about FIRST alliances.
Equity, Diversity, and Inclusion Statement
FIRST is committed to fostering, cultivating and preserving a culture of equity, diversity, and inclusion. We embrace and encourage differences in race, ethnicity, national origin, sex, gender, gender identity, gender expression, sexual orientation, disability, age, religion, income, language, learning difference, or any other characteristics that make our adult-force and students unique.
Exploring, developing and implementing strategies to become more inclusive and ensure access to our programs to all students (as well as access to key supports) is critical for FIRST to reach its goal and mission. ALL young people should have the opportunity to become science and technology leaders. FIRST will remove barriers to program participation for underserved, underrepresented students. Pursuant to that end, FIRST Equity, Diversity, & Inclusion is a concerted, organized effort to develop strategies to make its programs more accessible and inclusive.
Contact:
FIRST Equity, Diversity, and Inclusion Team
diversity@firstinspires.org
Non-Discrimination Policy
FAQs
What is equality diversity and inclusion training? ›
It addresses unacceptable behaviour, stereotyping, victimisation and discrimination as well as introducing characteristics protected by The Equality Act - suggesting ways in which to build a more supportive, harmonious workplace.
What is equity and diversity training? ›What is diversity, equity and inclusion training? Diversity, equity and inclusion training helps employees at all levels and in all departments to better work with colleagues of differing identities and backgrounds.
What should be included in diversity and inclusion training? ›This type of training includes topics such as: cultural competency; inclusivity; bias awareness; anti-discrimination law; managing difficult conversations with diverse populations (including race/ethnicity, gender identity/expression); dealing with microaggressions or unconscious biases, and more.
How does training promote equality and diversity? ›Training is a key component in supporting equality, diversity and inclusion. It helps to raise awareness, providing an understanding of the context and issues across a range of topics. Additionally it can provide the means to deal with sensitive and difficult subjects such as unconscious bias.
What is a diversity training program? ›A diversity training program aims to boost participants' awareness about different types of diversity, appreciating differences among co-workers, and provide knowledge and strategies to enhance employees' interpersonal and communication skills across diversity to help build a positive work environment.
What is the most effective diversity training? ›Awareness Training
Awareness training is one of the most effective types of diversity training. We believe every company leader must learn the skill of diversifying their workforce. Awareness training is nothing but a training session where employees know about various people from multiple backgrounds.
- Define strategic goals. ...
- Establish a benchmark. ...
- Get key stakeholders onboard. ...
- Reinforce DEI values with behavior-based training. ...
- Mix up teams. ...
- Measure progress.
In our work, we categorize these efforts into three approaches: building representational diversity (what we can see and count), fostering interactional diversity (the capacity to engage diversity effectively), and committing to structural diversity (how an organization or institution enacts this commitment).
How do you teach diversity and inclusion in the workplace? ›- Be aware of unconscious bias.
- Communicate the importance of managing bias.
- Promote pay equity.
- Develop a strategic training program.
- Acknowledge holidays of all cultures.
- Make it easy for your people to participate in employee resource groups.
- Mix up your teams.
Basic Diversity Training (Awareness & Knowledge)
Basic diversity training programs focus mainly on generating understanding and empathy related to issues of culture and identity. Basic training programs might not change workplace behavior, but it will create a common understanding and an awareness of expectations.
What is the goal of DEI training? ›
The overall goal of DEI training is to help workplaces become more diverse, equitable, and inclusive, particularly for employees from underrepresented or historically marginalized communities.
Why diversity and inclusion training is important? ›Diversity training is an important step in achieving that goal. Training helps employees become more aware of unconscious bias and other barriers to diversity and inclusion, and motivates positive behaviors and attitudes – essential for creating and maintaining a respectful, inclusive workplace.
What is equity training in the workplace? ›Equity in the workplace is about “leveling the playing field,” and giving every employee the unique resources they need to have access to opportunities at a given organization. Here are a few ways you can implement a practice of equity within your company. Prioritize wage equity.
What are the benefits of diversity training? ›- Eliminate Discrimination and Harassment. ...
- Safer Workplace for All Employees. ...
- Avoid Lengthy Legal Issues. ...
- Improved Innovation and Company Growth. ...
- Increased Productivity. ...
- Decreased Conflict.
- Diversity and Inclusion Training. Training is a key component of diversity management in the workplace. ...
- Assess Your Hiring Practices. Preventing indirect discrimination begins before you even hire someone. ...
- Identify Metrics for Diversity and Inclusion.
- Be aware of unconscious bias. ...
- Communicate the importance of managing bias. ...
- Promote pay equity. ...
- Develop a strategic training program. ...
- Acknowledge holidays of all cultures. ...
- Make it easy for your people to participate in employee resource groups. ...
- Mix up your teams.
Equality training ensures everybody has equal opportunity and is not treated differently or discriminated against because of their characteristics; such as 'protected characteristics' protected by The Equality Act 2010.
What are the 4 types of diversity? ›There are generally four different types of diversity: internal, external, organizational, and worldview—and you should aim to understand and represent them all. Keep reading to learn more about each one and how diversity affects the workplace.
What are some diversity and inclusion activities? ›- Draw a Diversity Flower.
- Host a Happy Hour.
- Plan a Heritage Potluck.
- Make Sushi Together.
- Start a Book Club.
- Try the Privilege Walk.
- Establish a Gender-Neutral Jar.
- Volunteer in the Community.
- 1) A Thorough Assessment of Needs.
- 2) A Clear Plan for Diversity and Inclusion Training.
- 3) Career-Focused Leadership.
- 4) Targeted Recruitment.
- 5) Defined Goals and Targets.
- 6) Diversity Managers.
- 7) Reviews and Reassessments.
- The Next Step.
How can you train your employees to embrace diversity? ›
- Be aware of unconscious bias.
- Communicate the importance of managing bias.
- Promote pay equity.
- Develop a strategic training program.
- Acknowledge holidays of all cultures.
- Make it easy for your people to participate in employee resource groups.
- Mix up your teams.
- Generational Diversity. ...
- Gender Diversity. ...
- Sexual Orientation Diversity. ...
- Intentional Inclusion and Inclusion Training. ...
- Micro-aggressions. ...
- Cultural Competence and Diversity Initiatives.
There are a myriad of DEI training programs that cost anywhere from $20 per employee, per month, to $25,000 for a one-hour lecture on combating racism. Popular training programs and platforms include: Other independent DEI consultants often charge between $150 - $250 an hour.
What are diversity tools? ›Diversity Sourcing Tools
Decision support tools help you discover data and other information about your diversity efforts or your current organization's makeup. This data can help you improve your employer branding and your employee experience to attract more diverse candidates.
- Be an advocate and an upstander. ...
- Be a tireless student. ...
- Fight unconscious bias, stereotypes and microaggressions. ...
- Create inclusive messaging internally and externally. ...
- Cultivating cultural awareness and multicultural understanding.
- Use Different Types of Content. Presenting information in different ways is an essential part of any inclusive training program. ...
- Allow People to Learn in Their Own Time. ...
- Ask for Input and Implement Feedback.
The six principles of work equity are diversity, inclusion, equal opportunity, fairness, transparency, and accountability. Combined, they create a fair and inclusive workplace where all individuals have equivalent job and promotion opportunities.
What resources may you need to work effectively with diverse groups? ›- MANAGING CULTURALLY DIVERSE WORK GROUPS. ...
- Shared Norms. ...
- Explicit Communication. ...
- Friendships. ...
- Information Sharing. ...
- Group Identity. ...
- Cultural Intelligence. ...
- Undertaking Regular Progress Reviews.
There are two basic types of diversity training programs: awareness training and skills-based diversity training.
What are DEI goals examples? ›- Improve awareness of diversity and inclusion issues in the workplace. ...
- Promote diversity and inclusion in the workplace. ...
- Start a mentorship program for diverse employees. ...
- Start an ERG (Employee Resource Groups) ...
- Develop strategies to recruit talent from diverse backgrounds.
What is the meaning of diversity and inclusion? ›
Diversity and inclusion are two interconnected concepts—but they are far from interchangeable. Diversity is about representation or the make-up of an entity. Inclusion is about how well the contributions, presence and perspectives of different groups of people are valued and integrated into an environment.
What is equality training? ›Equality training ensures everybody has equal opportunity and is not treated differently or discriminated against because of their characteristics; such as 'protected characteristics' protected by The Equality Act 2010.
What is equality and diversity in the workplace? ›What is equality and diversity in the workplace? Equality and diversity in a workplace mean a handful of things. They're about treating each member of staff fairly and the same, respecting them for their age, race, gender, cultural background, skills, beliefs, sexual orientation, career experiences and more.
How do you get into diversity and inclusion role? ›Diversity and Inclusion Training
A bachelor's degree in human resources or business administration are common first steps. Some of the areas covered may include equal employment opportunity law, talent management, and emerging trends in the workforce.
- Be aware of unconscious bias.
- Communicate the importance of managing bias.
- Promote pay equity.
- Develop a strategic training program.
- Acknowledge holidays of all cultures.
- Make it easy for your people to participate in employee resource groups.
- Mix up your teams.
There are generally four different types of diversity: internal, external, organizational, and worldview—and you should aim to understand and represent them all. Keep reading to learn more about each one and how diversity affects the workplace.
How do you demonstrate equity in the workplace? ›- Understand and promote the importance of equity.
- Evaluate and improve your equity practices.
- Communicate your targets and share progress.
- Make wage equity a priority.
- Prioritize equitable representation.
- Think about equity recruitment.
- Review and upgrade your onboarding.
- Diversity and Inclusion Training. Training is a key component of diversity management in the workplace. ...
- Assess Your Hiring Practices. Preventing indirect discrimination begins before you even hire someone. ...
- Identify Metrics for Diversity and Inclusion.
The goal of EDI Training is to empower all NIH learners with the necessary skills and knowledge to cultivate a diverse, inclusive, equitable, and productive work environment.
How do you create a diverse and inclusive workplace? ›- Educate Your Leaders.
- Form an Inclusion Council.
- Celebrate Employee Differences.
- Listen to Employees.
- Hold More-Effective Meetings.
- Communicate Goals and Measure Progress.
How do I become a DEI professional? ›
Diversity, equity, and inclusion specialists typically hold a bachelor's degree in a human resources-related field. A bachelor of science business administration in human resource management, for example, encompasses coursework like business management, accounting, psychology, industrial relations, and more.
What skills are needed for diversity and inclusion manager? ›- Excellent communicators and active listeners.
- Familiar with employment regulations and human resources standards of practice.
- Organized and dedicated to researching and implementing inclusive programs.
- Skilled in conflict mediation.
- Familiar with institutional psychology.
Within these positions, DEI employees can expect to facilitate some of the following duties: Oversee employee discrimination and harassment complaints. Create and facilitate new diversity programs. Address issues faced by minority employees within an organization.