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OUR MEMBERS
The Great La Crosse Area Diversity Council would also like to express our gratitude for our individual donors! Thank you for your support. We invite you to become an active member of the Greater La CrosseDiversity Council.
HARVARD IMPLICIT ASSOCIATION TEST (IAT) The Implicit Association Test makes it possible to penetrate both of these types of hiding. The IAT measures implicit attitudes and beliefs that people are either unwilling or unable to report." This tool was developed by a group of researchers from Harvard University and has proven validity. Here is a link to the test should you decide to takeit.
THE ORGANIZATIONAL INCLUSION ASSESSMENT* The Organizational Inclusion Assessment*. The purpose of this assessment is to help you determine where to focus your energy in developing an inclusion process that fits your organization's readiness level. There are steps you can take to work on inclusiveness no matter where your organization's readiness may be. 1. CRY FREEDOM: PEDAGOGIES OF PROTESTS AND PANDEMIC Main Theme: “WE ARE NOT OK”. This lecture/interactive discussion will center around the world of teaching /learning for Native Indigenous students in the region during a time of global pandemic, economic upheaval, protests, and deep emotion. During “Native Indigenous Day” to also focus on the “context” of learning for Native Indigeous students during these historic THE LANGUAGE OF INCLUSION: HOW TO IMPLEMENT INCLUSIVE Join this conversation to explore how we can make workplaces more inclusive by addressing the “little” things, like microaggressions, before they become the big things. It takes intentionality to ensure our everyday, commonplace exchanges and environmental symbols don’t exclude people on the basis of race, gender, sexuality, religion, ability, size, age, and other socialidentities
IMPLICIT BIAS, INCLUSIVITY, AND WORKPLACE CULTURE Implicit Bias, Inclusivity, and Workplace Culture. Implicit Association Test (IAT) is excellent for showing bias and how our unconscious drives our day to day decision making. Click here to learn more about this tool and take the test. Cultural competence is adevelopmental
A FRAMEWORK FOR BUILDING ORGANIZATIONAL INCLUSION What will an inclusive workplace look like when it’s achieved? 1. Demonstrated Commitment to Diversity In an inclusive organization, visible and invisible heterogeneity is present BUILDING EFFECTIVE HATE/BIAS RESPONSE EFFORTS AND Join us for Part I of GLADC's Three Session Series with 2021 Dr. Martin Luther King Jr. Leadership Award Recipient: Amanda FlorenceGoodenough.
PLANNING AND IMPLEMENTING CULTURAL COMPETENCESEE MORE ON GLAXDIVERSITYCOUNCIL.COM THE GREATER LA CROSSE AREA DIVERSITY COUNCIL This community calendar is provided as a place for community members, businesses, and organizations to submit their diversity-related events. It is a joint project of the Greater La Crosse Area Diversity Council and the La Crosse Medical Health Science Consortium Cultural Competency Committee.OUR MEMBERS
The Great La Crosse Area Diversity Council would also like to express our gratitude for our individual donors! Thank you for your support. We invite you to become an active member of the Greater La CrosseDiversity Council.
HARVARD IMPLICIT ASSOCIATION TEST (IAT) The Implicit Association Test makes it possible to penetrate both of these types of hiding. The IAT measures implicit attitudes and beliefs that people are either unwilling or unable to report." This tool was developed by a group of researchers from Harvard University and has proven validity. Here is a link to the test should you decide to takeit.
THE ORGANIZATIONAL INCLUSION ASSESSMENT* The Organizational Inclusion Assessment*. The purpose of this assessment is to help you determine where to focus your energy in developing an inclusion process that fits your organization's readiness level. There are steps you can take to work on inclusiveness no matter where your organization's readiness may be. 1. CRY FREEDOM: PEDAGOGIES OF PROTESTS AND PANDEMIC Main Theme: “WE ARE NOT OK”. This lecture/interactive discussion will center around the world of teaching /learning for Native Indigenous students in the region during a time of global pandemic, economic upheaval, protests, and deep emotion. During “Native Indigenous Day” to also focus on the “context” of learning for Native Indigeous students during these historic THE LANGUAGE OF INCLUSION: HOW TO IMPLEMENT INCLUSIVE Join this conversation to explore how we can make workplaces more inclusive by addressing the “little” things, like microaggressions, before they become the big things. It takes intentionality to ensure our everyday, commonplace exchanges and environmental symbols don’t exclude people on the basis of race, gender, sexuality, religion, ability, size, age, and other socialidentities
IMPLICIT BIAS, INCLUSIVITY, AND WORKPLACE CULTURE Implicit Bias, Inclusivity, and Workplace Culture. Implicit Association Test (IAT) is excellent for showing bias and how our unconscious drives our day to day decision making. Click here to learn more about this tool and take the test. Cultural competence is adevelopmental
A FRAMEWORK FOR BUILDING ORGANIZATIONAL INCLUSION What will an inclusive workplace look like when it’s achieved? 1. Demonstrated Commitment to Diversity In an inclusive organization, visible and invisible heterogeneity is present BUILDING EFFECTIVE HATE/BIAS RESPONSE EFFORTS AND Join us for Part I of GLADC's Three Session Series with 2021 Dr. Martin Luther King Jr. Leadership Award Recipient: Amanda FlorenceGoodenough.
PLANNING AND IMPLEMENTING CULTURAL COMPETENCESEE MORE ON GLAXDIVERSITYCOUNCIL.COM WHO WE ARE - THE GREATER LA CROSSE AREA DIVERSITY COUNCIL The Greater La Crosse Area is an inclusive and welcoming place to live, work, access opportunities, contribute and belong. Our workplaces and communities affirm the inherent possibilities of people of all races, ethnicities, nationalities, religions, abilities, cultures, gender identities, sexual orientations, ages, economic andmilitary statuses.
OUR MEMBERS
The Great La Crosse Area Diversity Council would also like to express our gratitude for our individual donors! Thank you for your support. We invite you to become an active member of the Greater La CrosseDiversity Council.
WORKFORCE CONNECTIONS AT A GLANCE WCI operates a variety of programs that can serve your workforce needs. This flyer gives a brief overview of each program. For more information, please contact (608) 789-5620 or visit www.workforceconnections.org. Workforce Innovation and Opportunity Act (WIOA) provides case management and support services to Adults (+18) and Dislocated Workers to get them connected and MULTICULTURAL RESOURCE GUIDE Assists people with all aging related questions, programs, or services. The Arc La Crosse, Inc. 1035 Green Bay Street #4 La Crosse, WI 54601. 608-782-4799. www.thearc.org. The nation’s leading advocate for all people with intellectual and developmentaldisabilities and
YWCA 2021 STAND AGAINST RACISM CAMPAIGN 1) Host a Stand Against Racism pledge event at your organization and commit to making changes, large and small to eliminate racism wherever it shows up. We are here to help you plan your pledge event. Email our mission impact coordinator, Rebecca Schwarz, for details at rschwarz@ywcalax.org. 2) Participate in our social media awarenesseffort
IMPLICIT BIAS, INCLUSIVITY, AND WORKPLACE CULTURE Implicit Bias, Inclusivity, and Workplace Culture. Implicit Association Test (IAT) is excellent for showing bias and how our unconscious drives our day to day decision making. Click here to learn more about this tool and take the test. Cultural competence is adevelopmental
PLANNING AND IMPLEMENTING CULTURAL COMPETENCE Why Self-Assessment? Organizations across the board, either for profit, or non-profit, are recognizing the need to enhance services for culturally and linguistically diverse populations. Assessing attitudes, practices, policies and structures WESTERN TECHNICAL COLLEGE IS HIRING AN EQUITY AND Western Technical College is hiring an Equity and Inclusion Coordinator. They are eager to find a candidate to support the integration of equity across the college for the achievement of student success for all students but specifically focusing on underserved student populations. SEXUAL HARASSMENT TRAINING EFFECTIVENESS: AN facilitate both new and more rigorous research investigating the many important questions that have received little or no attention to date. After a discussion of definitional issues, the remainder of the paperis
PEOPLE FEST
A multicultural celebration with food, music, dance, theater. THE GREATER LA CROSSE AREA DIVERSITY COUNCIL This community calendar is provided as a place for community members, businesses, and organizations to submit their diversity-related events. It is a joint project of the Greater La Crosse Area Diversity Council and the La Crosse Medical Health Science Consortium Cultural Competency Committee.OUR MEMBERS
The Great La Crosse Area Diversity Council would also like to express our gratitude for our individual donors! Thank you for your support. We invite you to become an active member of the Greater La CrosseDiversity Council.
HARVARD IMPLICIT ASSOCIATION TEST (IAT) The Implicit Association Test makes it possible to penetrate both of these types of hiding. The IAT measures implicit attitudes and beliefs that people are either unwilling or unable to report." This tool was developed by a group of researchers from Harvard University and has proven validity. Here is a link to the test should you decide to takeit.
THE ORGANIZATIONAL INCLUSION ASSESSMENT* The Organizational Inclusion Assessment*. The purpose of this assessment is to help you determine where to focus your energy in developing an inclusion process that fits your organization's readiness level. There are steps you can take to work on inclusiveness no matter where your organization's readiness may be. 1. CRY FREEDOM: PEDAGOGIES OF PROTESTS AND PANDEMIC Main Theme: “WE ARE NOT OK”. This lecture/interactive discussion will center around the world of teaching /learning for Native Indigenous students in the region during a time of global pandemic, economic upheaval, protests, and deep emotion. During “Native Indigenous Day” to also focus on the “context” of learning for Native Indigeous students during these historic THE LANGUAGE OF INCLUSION: HOW TO IMPLEMENT INCLUSIVE Join this conversation to explore how we can make workplaces more inclusive by addressing the “little” things, like microaggressions, before they become the big things. It takes intentionality to ensure our everyday, commonplace exchanges and environmental symbols don’t exclude people on the basis of race, gender, sexuality, religion, ability, size, age, and other socialidentities
IMPLICIT BIAS, INCLUSIVITY, AND WORKPLACE CULTURE Implicit Bias, Inclusivity, and Workplace Culture. Implicit Association Test (IAT) is excellent for showing bias and how our unconscious drives our day to day decision making. Click here to learn more about this tool and take the test. Cultural competence is adevelopmental
A FRAMEWORK FOR BUILDING ORGANIZATIONAL INCLUSION What will an inclusive workplace look like when it’s achieved? 1. Demonstrated Commitment to Diversity In an inclusive organization, visible and invisible heterogeneity is present BUILDING EFFECTIVE HATE/BIAS RESPONSE EFFORTS AND Join us for Part I of GLADC's Three Session Series with 2021 Dr. Martin Luther King Jr. Leadership Award Recipient: Amanda FlorenceGoodenough.
PLANNING AND IMPLEMENTING CULTURAL COMPETENCESEE MORE ON GLAXDIVERSITYCOUNCIL.COM THE GREATER LA CROSSE AREA DIVERSITY COUNCIL This community calendar is provided as a place for community members, businesses, and organizations to submit their diversity-related events. It is a joint project of the Greater La Crosse Area Diversity Council and the La Crosse Medical Health Science Consortium Cultural Competency Committee.OUR MEMBERS
The Great La Crosse Area Diversity Council would also like to express our gratitude for our individual donors! Thank you for your support. We invite you to become an active member of the Greater La CrosseDiversity Council.
HARVARD IMPLICIT ASSOCIATION TEST (IAT) The Implicit Association Test makes it possible to penetrate both of these types of hiding. The IAT measures implicit attitudes and beliefs that people are either unwilling or unable to report." This tool was developed by a group of researchers from Harvard University and has proven validity. Here is a link to the test should you decide to takeit.
THE ORGANIZATIONAL INCLUSION ASSESSMENT* The Organizational Inclusion Assessment*. The purpose of this assessment is to help you determine where to focus your energy in developing an inclusion process that fits your organization's readiness level. There are steps you can take to work on inclusiveness no matter where your organization's readiness may be. 1. CRY FREEDOM: PEDAGOGIES OF PROTESTS AND PANDEMIC Main Theme: “WE ARE NOT OK”. This lecture/interactive discussion will center around the world of teaching /learning for Native Indigenous students in the region during a time of global pandemic, economic upheaval, protests, and deep emotion. During “Native Indigenous Day” to also focus on the “context” of learning for Native Indigeous students during these historic THE LANGUAGE OF INCLUSION: HOW TO IMPLEMENT INCLUSIVE Join this conversation to explore how we can make workplaces more inclusive by addressing the “little” things, like microaggressions, before they become the big things. It takes intentionality to ensure our everyday, commonplace exchanges and environmental symbols don’t exclude people on the basis of race, gender, sexuality, religion, ability, size, age, and other socialidentities
IMPLICIT BIAS, INCLUSIVITY, AND WORKPLACE CULTURE Implicit Bias, Inclusivity, and Workplace Culture. Implicit Association Test (IAT) is excellent for showing bias and how our unconscious drives our day to day decision making. Click here to learn more about this tool and take the test. Cultural competence is adevelopmental
A FRAMEWORK FOR BUILDING ORGANIZATIONAL INCLUSION What will an inclusive workplace look like when it’s achieved? 1. Demonstrated Commitment to Diversity In an inclusive organization, visible and invisible heterogeneity is present BUILDING EFFECTIVE HATE/BIAS RESPONSE EFFORTS AND Join us for Part I of GLADC's Three Session Series with 2021 Dr. Martin Luther King Jr. Leadership Award Recipient: Amanda FlorenceGoodenough.
PLANNING AND IMPLEMENTING CULTURAL COMPETENCESEE MORE ON GLAXDIVERSITYCOUNCIL.COM WHO WE ARE - THE GREATER LA CROSSE AREA DIVERSITY COUNCIL The Greater La Crosse Area is an inclusive and welcoming place to live, work, access opportunities, contribute and belong. Our workplaces and communities affirm the inherent possibilities of people of all races, ethnicities, nationalities, religions, abilities, cultures, gender identities, sexual orientations, ages, economic andmilitary statuses.
OUR MEMBERS
The Great La Crosse Area Diversity Council would also like to express our gratitude for our individual donors! Thank you for your support. We invite you to become an active member of the Greater La CrosseDiversity Council.
WORKFORCE CONNECTIONS AT A GLANCE WCI operates a variety of programs that can serve your workforce needs. This flyer gives a brief overview of each program. For more information, please contact (608) 789-5620 or visit www.workforceconnections.org. Workforce Innovation and Opportunity Act (WIOA) provides case management and support services to Adults (+18) and Dislocated Workers to get them connected and MULTICULTURAL RESOURCE GUIDE Assists people with all aging related questions, programs, or services. The Arc La Crosse, Inc. 1035 Green Bay Street #4 La Crosse, WI 54601. 608-782-4799. www.thearc.org. The nation’s leading advocate for all people with intellectual and developmentaldisabilities and
YWCA 2021 STAND AGAINST RACISM CAMPAIGN 1) Host a Stand Against Racism pledge event at your organization and commit to making changes, large and small to eliminate racism wherever it shows up. We are here to help you plan your pledge event. Email our mission impact coordinator, Rebecca Schwarz, for details at rschwarz@ywcalax.org. 2) Participate in our social media awarenesseffort
IMPLICIT BIAS, INCLUSIVITY, AND WORKPLACE CULTURE Implicit Bias, Inclusivity, and Workplace Culture. Implicit Association Test (IAT) is excellent for showing bias and how our unconscious drives our day to day decision making. Click here to learn more about this tool and take the test. Cultural competence is adevelopmental
PLANNING AND IMPLEMENTING CULTURAL COMPETENCE Why Self-Assessment? Organizations across the board, either for profit, or non-profit, are recognizing the need to enhance services for culturally and linguistically diverse populations. Assessing attitudes, practices, policies and structures WESTERN TECHNICAL COLLEGE IS HIRING AN EQUITY AND Western Technical College is hiring an Equity and Inclusion Coordinator. They are eager to find a candidate to support the integration of equity across the college for the achievement of student success for all students but specifically focusing on underserved student populations. SEXUAL HARASSMENT TRAINING EFFECTIVENESS: AN facilitate both new and more rigorous research investigating the many important questions that have received little or no attention to date. After a discussion of definitional issues, the remainder of the paperis
PEOPLE FEST
A multicultural celebration with food, music, dance, theater. THE GREATER LA CROSSE AREA DIVERSITY COUNCIL This community calendar is provided as a place for community members, businesses, and organizations to submit their diversity-related events. It is a joint project of the Greater La Crosse Area Diversity Council and the La Crosse Medical Health Science Consortium Cultural Competency Committee.OUR MEMBERS
The Great La Crosse Area Diversity Council would also like to express our gratitude for our individual donors! Thank you for your support. We invite you to become an active member of the Greater La CrosseDiversity Council.
HARVARD IMPLICIT ASSOCIATION TEST (IAT) The Implicit Association Test makes it possible to penetrate both of these types of hiding. The IAT measures implicit attitudes and beliefs that people are either unwilling or unable to report." This tool was developed by a group of researchers from Harvard University and has proven validity. Here is a link to the test should you decide to takeit.
THE ORGANIZATIONAL INCLUSION ASSESSMENT* The Organizational Inclusion Assessment*. The purpose of this assessment is to help you determine where to focus your energy in developing an inclusion process that fits your organization's readiness level. There are steps you can take to work on inclusiveness no matter where your organization's readiness may be. 1. CRY FREEDOM: PEDAGOGIES OF PROTESTS AND PANDEMIC Main Theme: “WE ARE NOT OK”. This lecture/interactive discussion will center around the world of teaching /learning for Native Indigenous students in the region during a time of global pandemic, economic upheaval, protests, and deep emotion. During “Native Indigenous Day” to also focus on the “context” of learning for Native Indigeous students during these historic THE LANGUAGE OF INCLUSION: HOW TO IMPLEMENT INCLUSIVE Join this conversation to explore how we can make workplaces more inclusive by addressing the “little” things, like microaggressions, before they become the big things. It takes intentionality to ensure our everyday, commonplace exchanges and environmental symbols don’t exclude people on the basis of race, gender, sexuality, religion, ability, size, age, and other socialidentities
IMPLICIT BIAS, INCLUSIVITY, AND WORKPLACE CULTURE Implicit Bias, Inclusivity, and Workplace Culture. Implicit Association Test (IAT) is excellent for showing bias and how our unconscious drives our day to day decision making. Click here to learn more about this tool and take the test. Cultural competence is adevelopmental
A FRAMEWORK FOR BUILDING ORGANIZATIONAL INCLUSION What will an inclusive workplace look like when it’s achieved? 1. Demonstrated Commitment to Diversity In an inclusive organization, visible and invisible heterogeneity is present BUILDING EFFECTIVE HATE/BIAS RESPONSE EFFORTS AND Join us for Part I of GLADC's Three Session Series with 2021 Dr. Martin Luther King Jr. Leadership Award Recipient: Amanda FlorenceGoodenough.
PLANNING AND IMPLEMENTING CULTURAL COMPETENCESEE MORE ON GLAXDIVERSITYCOUNCIL.COM THE GREATER LA CROSSE AREA DIVERSITY COUNCIL This community calendar is provided as a place for community members, businesses, and organizations to submit their diversity-related events. It is a joint project of the Greater La Crosse Area Diversity Council and the La Crosse Medical Health Science Consortium Cultural Competency Committee.OUR MEMBERS
The Great La Crosse Area Diversity Council would also like to express our gratitude for our individual donors! Thank you for your support. We invite you to become an active member of the Greater La CrosseDiversity Council.
HARVARD IMPLICIT ASSOCIATION TEST (IAT) The Implicit Association Test makes it possible to penetrate both of these types of hiding. The IAT measures implicit attitudes and beliefs that people are either unwilling or unable to report." This tool was developed by a group of researchers from Harvard University and has proven validity. Here is a link to the test should you decide to takeit.
THE ORGANIZATIONAL INCLUSION ASSESSMENT* The Organizational Inclusion Assessment*. The purpose of this assessment is to help you determine where to focus your energy in developing an inclusion process that fits your organization's readiness level. There are steps you can take to work on inclusiveness no matter where your organization's readiness may be. 1. CRY FREEDOM: PEDAGOGIES OF PROTESTS AND PANDEMIC Main Theme: “WE ARE NOT OK”. This lecture/interactive discussion will center around the world of teaching /learning for Native Indigenous students in the region during a time of global pandemic, economic upheaval, protests, and deep emotion. During “Native Indigenous Day” to also focus on the “context” of learning for Native Indigeous students during these historic THE LANGUAGE OF INCLUSION: HOW TO IMPLEMENT INCLUSIVE Join this conversation to explore how we can make workplaces more inclusive by addressing the “little” things, like microaggressions, before they become the big things. It takes intentionality to ensure our everyday, commonplace exchanges and environmental symbols don’t exclude people on the basis of race, gender, sexuality, religion, ability, size, age, and other socialidentities
IMPLICIT BIAS, INCLUSIVITY, AND WORKPLACE CULTURE Implicit Bias, Inclusivity, and Workplace Culture. Implicit Association Test (IAT) is excellent for showing bias and how our unconscious drives our day to day decision making. Click here to learn more about this tool and take the test. Cultural competence is adevelopmental
A FRAMEWORK FOR BUILDING ORGANIZATIONAL INCLUSION What will an inclusive workplace look like when it’s achieved? 1. Demonstrated Commitment to Diversity In an inclusive organization, visible and invisible heterogeneity is present BUILDING EFFECTIVE HATE/BIAS RESPONSE EFFORTS AND Join us for Part I of GLADC's Three Session Series with 2021 Dr. Martin Luther King Jr. Leadership Award Recipient: Amanda FlorenceGoodenough.
PLANNING AND IMPLEMENTING CULTURAL COMPETENCESEE MORE ON GLAXDIVERSITYCOUNCIL.COM WHO WE ARE - THE GREATER LA CROSSE AREA DIVERSITY COUNCIL The Greater La Crosse Area is an inclusive and welcoming place to live, work, access opportunities, contribute and belong. Our workplaces and communities affirm the inherent possibilities of people of all races, ethnicities, nationalities, religions, abilities, cultures, gender identities, sexual orientations, ages, economic andmilitary statuses.
OUR MEMBERS
The Great La Crosse Area Diversity Council would also like to express our gratitude for our individual donors! Thank you for your support. We invite you to become an active member of the Greater La CrosseDiversity Council.
WORKFORCE CONNECTIONS AT A GLANCE WCI operates a variety of programs that can serve your workforce needs. This flyer gives a brief overview of each program. For more information, please contact (608) 789-5620 or visit www.workforceconnections.org. Workforce Innovation and Opportunity Act (WIOA) provides case management and support services to Adults (+18) and Dislocated Workers to get them connected and MULTICULTURAL RESOURCE GUIDE Assists people with all aging related questions, programs, or services. The Arc La Crosse, Inc. 1035 Green Bay Street #4 La Crosse, WI 54601. 608-782-4799. www.thearc.org. The nation’s leading advocate for all people with intellectual and developmentaldisabilities and
YWCA 2021 STAND AGAINST RACISM CAMPAIGN 1) Host a Stand Against Racism pledge event at your organization and commit to making changes, large and small to eliminate racism wherever it shows up. We are here to help you plan your pledge event. Email our mission impact coordinator, Rebecca Schwarz, for details at rschwarz@ywcalax.org. 2) Participate in our social media awarenesseffort
IMPLICIT BIAS, INCLUSIVITY, AND WORKPLACE CULTURE Implicit Bias, Inclusivity, and Workplace Culture. Implicit Association Test (IAT) is excellent for showing bias and how our unconscious drives our day to day decision making. Click here to learn more about this tool and take the test. Cultural competence is adevelopmental
PLANNING AND IMPLEMENTING CULTURAL COMPETENCE Why Self-Assessment? Organizations across the board, either for profit, or non-profit, are recognizing the need to enhance services for culturally and linguistically diverse populations. Assessing attitudes, practices, policies and structures WESTERN TECHNICAL COLLEGE IS HIRING AN EQUITY AND Western Technical College is hiring an Equity and Inclusion Coordinator. They are eager to find a candidate to support the integration of equity across the college for the achievement of student success for all students but specifically focusing on underserved student populations. SEXUAL HARASSMENT TRAINING EFFECTIVENESS: AN facilitate both new and more rigorous research investigating the many important questions that have received little or no attention to date. After a discussion of definitional issues, the remainder of the paperis
PEOPLE FEST
A multicultural celebration with food, music, dance, theater. THE GREATER LA CROSSE AREA DIVERSITY COUNCIL This community calendar is provided as a place for community members, businesses, and organizations to submit their diversity-related events. It is a joint project of the Greater La Crosse Area Diversity Council and the La Crosse Medical Health Science Consortium Cultural Competency Committee. WHO WE ARE - THE GREATER LA CROSSE AREA DIVERSITY COUNCILSEE MORE ON GLAXDIVERSITYCOUNCIL.COM MULTICULTURAL RESOURCE GUIDE Assists people with all aging related questions, programs, or services. The Arc La Crosse, Inc. 1035 Green Bay Street #4 La Crosse, WI 54601. 608-782-4799. www.thearc.org. The nation’s leading advocate for all people with intellectual and developmentaldisabilities and
HARVARD IMPLICIT ASSOCIATION TEST (IAT) The Implicit Association Test makes it possible to penetrate both of these types of hiding. The IAT measures implicit attitudes and beliefs that people are either unwilling or unable to report." This tool was developed by a group of researchers from Harvard University and has proven validity. Here is a link to the test should you decide to takeit.
CRY FREEDOM: PEDAGOGIES OF PROTESTS AND PANDEMIC Main Theme: “WE ARE NOT OK”. This lecture/interactive discussion will center around the world of teaching /learning for Native Indigenous students in the region during a time of global pandemic, economic upheaval, protests, and deep emotion. During “Native Indigenous Day” to also focus on the “context” of learning for Native Indigeous students during these historic THE ORGANIZATIONAL INCLUSION ASSESSMENT* The Organizational Inclusion Assessment*. The purpose of this assessment is to help you determine where to focus your energy in developing an inclusion process that fits your organization's readiness level. There are steps you can take to work on inclusiveness no matter where your organization's readiness may be. 1. THE LANGUAGE OF INCLUSION: HOW TO IMPLEMENT INCLUSIVE Join this conversation to explore how we can make workplaces more inclusive by addressing the “little” things, like microaggressions, before they become the big things. It takes intentionality to ensure our everyday, commonplace exchanges and environmental symbols don’t exclude people on the basis of race, gender, sexuality, religion, ability, size, age, and other socialidentities
A FRAMEWORK FOR BUILDING ORGANIZATIONAL INCLUSION What will an inclusive workplace look like when it’s achieved? 1. Demonstrated Commitment to Diversity In an inclusive organization, visible and invisible heterogeneity is present PLANNING AND IMPLEMENTING CULTURAL COMPETENCESEE MORE ON GLAXDIVERSITYCOUNCIL.COM HOW COMMITTED IS YOUR CEO AND TOP MANAGEMENT TO DIVERSITY We have all heard that in diversity and inclusion initiatives need support and drive from the very top to be successful. So how do CEOs and top management show THE GREATER LA CROSSE AREA DIVERSITY COUNCIL This community calendar is provided as a place for community members, businesses, and organizations to submit their diversity-related events. It is a joint project of the Greater La Crosse Area Diversity Council and the La Crosse Medical Health Science Consortium Cultural Competency Committee. WHO WE ARE - THE GREATER LA CROSSE AREA DIVERSITY COUNCILSEE MORE ON GLAXDIVERSITYCOUNCIL.COM MULTICULTURAL RESOURCE GUIDE Assists people with all aging related questions, programs, or services. The Arc La Crosse, Inc. 1035 Green Bay Street #4 La Crosse, WI 54601. 608-782-4799. www.thearc.org. The nation’s leading advocate for all people with intellectual and developmentaldisabilities and
HARVARD IMPLICIT ASSOCIATION TEST (IAT) The Implicit Association Test makes it possible to penetrate both of these types of hiding. The IAT measures implicit attitudes and beliefs that people are either unwilling or unable to report." This tool was developed by a group of researchers from Harvard University and has proven validity. Here is a link to the test should you decide to takeit.
CRY FREEDOM: PEDAGOGIES OF PROTESTS AND PANDEMIC Main Theme: “WE ARE NOT OK”. This lecture/interactive discussion will center around the world of teaching /learning for Native Indigenous students in the region during a time of global pandemic, economic upheaval, protests, and deep emotion. During “Native Indigenous Day” to also focus on the “context” of learning for Native Indigeous students during these historic THE ORGANIZATIONAL INCLUSION ASSESSMENT* The Organizational Inclusion Assessment*. The purpose of this assessment is to help you determine where to focus your energy in developing an inclusion process that fits your organization's readiness level. There are steps you can take to work on inclusiveness no matter where your organization's readiness may be. 1. THE LANGUAGE OF INCLUSION: HOW TO IMPLEMENT INCLUSIVE Join this conversation to explore how we can make workplaces more inclusive by addressing the “little” things, like microaggressions, before they become the big things. It takes intentionality to ensure our everyday, commonplace exchanges and environmental symbols don’t exclude people on the basis of race, gender, sexuality, religion, ability, size, age, and other socialidentities
A FRAMEWORK FOR BUILDING ORGANIZATIONAL INCLUSION What will an inclusive workplace look like when it’s achieved? 1. Demonstrated Commitment to Diversity In an inclusive organization, visible and invisible heterogeneity is present PLANNING AND IMPLEMENTING CULTURAL COMPETENCESEE MORE ON GLAXDIVERSITYCOUNCIL.COM HOW COMMITTED IS YOUR CEO AND TOP MANAGEMENT TO DIVERSITY We have all heard that in diversity and inclusion initiatives need support and drive from the very top to be successful. So how do CEOs and top management show WHO WE ARE - THE GREATER LA CROSSE AREA DIVERSITY COUNCIL The Greater La Crosse Area is an inclusive and welcoming place to live, work, access opportunities, contribute and belong. Our workplaces and communities affirm the inherent possibilities of people of all races, ethnicities, nationalities, religions, abilities, cultures, gender identities, sexual orientations, ages, economic andmilitary statuses.
OUR MEMBERS
The Great La Crosse Area Diversity Council would also like to express our gratitude for our individual donors! Thank you for your support. We invite you to become an active member of the Greater La CrosseDiversity Council.
HARVARD IMPLICIT ASSOCIATION TEST (IAT) The Implicit Association Test makes it possible to penetrate both of these types of hiding. The IAT measures implicit attitudes and beliefs that people are either unwilling or unable to report." This tool was developed by a group of researchers from Harvard University and has proven validity. Here is a link to the test should you decide to takeit.
WORKFORCE CONNECTIONS AT A GLANCE WCI operates a variety of programs that can serve your workforce needs. This flyer gives a brief overview of each program. For more information, please contact (608) 789-5620 or visit www.workforceconnections.org. Workforce Innovation and Opportunity Act (WIOA) provides case management and support services to Adults (+18) and Dislocated Workers to get them connected and IMPLICIT BIAS, INCLUSIVITY, AND WORKPLACE CULTURE Implicit Bias, Inclusivity, and Workplace Culture. Implicit Association Test (IAT) is excellent for showing bias and how our unconscious drives our day to day decision making. Click here to learn more about this tool and take the test. Cultural competence is adevelopmental
PLANNING AND IMPLEMENTING CULTURAL COMPETENCE Why Self-Assessment? Organizations across the board, either for profit, or non-profit, are recognizing the need to enhance services for culturally and linguistically diverse populations. Assessing attitudes, practices, policies and structures SEXUAL HARASSMENT TRAINING EFFECTIVENESS: AN facilitate both new and more rigorous research investigating the many important questions that have received little or no attention to date. After a discussion of definitional issues, the remainder of the paperis
WESTERN TECHNICAL COLLEGE IS HIRING AN EQUITY AND Western Technical College is hiring an Equity and Inclusion Coordinator. They are eager to find a candidate to support the integration of equity across the college for the achievement of student success for all students but specifically focusing on underserved student populations. BUILDING EFFECTIVE HATE/BIAS RESPONSE EFFORTS AND Join us for Part I of GLADC's Three Session Series with 2021 Dr. Martin Luther King Jr. Leadership Award Recipient: Amanda FlorenceGoodenough.
MEET GLADC BOARD MEMBER THOMAS HARRIS Meet GLADC Board Member Thomas Harris. Thomas Harris is the Senior Student Service Coordinator for the Office of Multicultural Student Services at the University of Wisconsin – La Crosse and has been serving on the Council’s Board of Directors since its establishment in 2007. The concept for the Council was the product of a conference THE GREATER LA CROSSE AREA DIVERSITY COUNCIL This community calendar is provided as a place for community members, businesses, and organizations to submit their diversity-related events. It is a joint project of the Greater La Crosse Area Diversity Council and the La Crosse Medical Health Science Consortium Cultural Competency Committee. WHO WE ARE - THE GREATER LA CROSSE AREA DIVERSITY COUNCILSEE MORE ON GLAXDIVERSITYCOUNCIL.COM MULTICULTURAL RESOURCE GUIDE Assists people with all aging related questions, programs, or services. The Arc La Crosse, Inc. 1035 Green Bay Street #4 La Crosse, WI 54601. 608-782-4799. www.thearc.org. The nation’s leading advocate for all people with intellectual and developmentaldisabilities and
HARVARD IMPLICIT ASSOCIATION TEST (IAT) The Implicit Association Test makes it possible to penetrate both of these types of hiding. The IAT measures implicit attitudes and beliefs that people are either unwilling or unable to report." This tool was developed by a group of researchers from Harvard University and has proven validity. Here is a link to the test should you decide to takeit.
CRY FREEDOM: PEDAGOGIES OF PROTESTS AND PANDEMIC Main Theme: “WE ARE NOT OK”. This lecture/interactive discussion will center around the world of teaching /learning for Native Indigenous students in the region during a time of global pandemic, economic upheaval, protests, and deep emotion. During “Native Indigenous Day” to also focus on the “context” of learning for Native Indigeous students during these historic THE ORGANIZATIONAL INCLUSION ASSESSMENT* The Organizational Inclusion Assessment*. The purpose of this assessment is to help you determine where to focus your energy in developing an inclusion process that fits your organization's readiness level. There are steps you can take to work on inclusiveness no matter where your organization's readiness may be. 1. THE LANGUAGE OF INCLUSION: HOW TO IMPLEMENT INCLUSIVE Join this conversation to explore how we can make workplaces more inclusive by addressing the “little” things, like microaggressions, before they become the big things. It takes intentionality to ensure our everyday, commonplace exchanges and environmental symbols don’t exclude people on the basis of race, gender, sexuality, religion, ability, size, age, and other socialidentities
A FRAMEWORK FOR BUILDING ORGANIZATIONAL INCLUSION What will an inclusive workplace look like when it’s achieved? 1. Demonstrated Commitment to Diversity In an inclusive organization, visible and invisible heterogeneity is present PLANNING AND IMPLEMENTING CULTURAL COMPETENCESEE MORE ON GLAXDIVERSITYCOUNCIL.COM HOW COMMITTED IS YOUR CEO AND TOP MANAGEMENT TO DIVERSITY We have all heard that in diversity and inclusion initiatives need support and drive from the very top to be successful. So how do CEOs and top management show THE GREATER LA CROSSE AREA DIVERSITY COUNCIL This community calendar is provided as a place for community members, businesses, and organizations to submit their diversity-related events. It is a joint project of the Greater La Crosse Area Diversity Council and the La Crosse Medical Health Science Consortium Cultural Competency Committee. WHO WE ARE - THE GREATER LA CROSSE AREA DIVERSITY COUNCILSEE MORE ON GLAXDIVERSITYCOUNCIL.COM MULTICULTURAL RESOURCE GUIDE Assists people with all aging related questions, programs, or services. The Arc La Crosse, Inc. 1035 Green Bay Street #4 La Crosse, WI 54601. 608-782-4799. www.thearc.org. The nation’s leading advocate for all people with intellectual and developmentaldisabilities and
HARVARD IMPLICIT ASSOCIATION TEST (IAT) The Implicit Association Test makes it possible to penetrate both of these types of hiding. The IAT measures implicit attitudes and beliefs that people are either unwilling or unable to report." This tool was developed by a group of researchers from Harvard University and has proven validity. Here is a link to the test should you decide to takeit.
CRY FREEDOM: PEDAGOGIES OF PROTESTS AND PANDEMIC Main Theme: “WE ARE NOT OK”. This lecture/interactive discussion will center around the world of teaching /learning for Native Indigenous students in the region during a time of global pandemic, economic upheaval, protests, and deep emotion. During “Native Indigenous Day” to also focus on the “context” of learning for Native Indigeous students during these historic THE ORGANIZATIONAL INCLUSION ASSESSMENT* The Organizational Inclusion Assessment*. The purpose of this assessment is to help you determine where to focus your energy in developing an inclusion process that fits your organization's readiness level. There are steps you can take to work on inclusiveness no matter where your organization's readiness may be. 1. THE LANGUAGE OF INCLUSION: HOW TO IMPLEMENT INCLUSIVE Join this conversation to explore how we can make workplaces more inclusive by addressing the “little” things, like microaggressions, before they become the big things. It takes intentionality to ensure our everyday, commonplace exchanges and environmental symbols don’t exclude people on the basis of race, gender, sexuality, religion, ability, size, age, and other socialidentities
A FRAMEWORK FOR BUILDING ORGANIZATIONAL INCLUSION What will an inclusive workplace look like when it’s achieved? 1. Demonstrated Commitment to Diversity In an inclusive organization, visible and invisible heterogeneity is present PLANNING AND IMPLEMENTING CULTURAL COMPETENCESEE MORE ON GLAXDIVERSITYCOUNCIL.COM HOW COMMITTED IS YOUR CEO AND TOP MANAGEMENT TO DIVERSITY We have all heard that in diversity and inclusion initiatives need support and drive from the very top to be successful. So how do CEOs and top management show WHO WE ARE - THE GREATER LA CROSSE AREA DIVERSITY COUNCIL The Greater La Crosse Area is an inclusive and welcoming place to live, work, access opportunities, contribute and belong. Our workplaces and communities affirm the inherent possibilities of people of all races, ethnicities, nationalities, religions, abilities, cultures, gender identities, sexual orientations, ages, economic andmilitary statuses.
OUR MEMBERS
The Great La Crosse Area Diversity Council would also like to express our gratitude for our individual donors! Thank you for your support. We invite you to become an active member of the Greater La CrosseDiversity Council.
HARVARD IMPLICIT ASSOCIATION TEST (IAT) The Implicit Association Test makes it possible to penetrate both of these types of hiding. The IAT measures implicit attitudes and beliefs that people are either unwilling or unable to report." This tool was developed by a group of researchers from Harvard University and has proven validity. Here is a link to the test should you decide to takeit.
WORKFORCE CONNECTIONS AT A GLANCE WCI operates a variety of programs that can serve your workforce needs. This flyer gives a brief overview of each program. For more information, please contact (608) 789-5620 or visit www.workforceconnections.org. Workforce Innovation and Opportunity Act (WIOA) provides case management and support services to Adults (+18) and Dislocated Workers to get them connected and IMPLICIT BIAS, INCLUSIVITY, AND WORKPLACE CULTURE Implicit Bias, Inclusivity, and Workplace Culture. Implicit Association Test (IAT) is excellent for showing bias and how our unconscious drives our day to day decision making. Click here to learn more about this tool and take the test. Cultural competence is adevelopmental
PLANNING AND IMPLEMENTING CULTURAL COMPETENCE Why Self-Assessment? Organizations across the board, either for profit, or non-profit, are recognizing the need to enhance services for culturally and linguistically diverse populations. Assessing attitudes, practices, policies and structures SEXUAL HARASSMENT TRAINING EFFECTIVENESS: AN facilitate both new and more rigorous research investigating the many important questions that have received little or no attention to date. After a discussion of definitional issues, the remainder of the paperis
WESTERN TECHNICAL COLLEGE IS HIRING AN EQUITY AND Western Technical College is hiring an Equity and Inclusion Coordinator. They are eager to find a candidate to support the integration of equity across the college for the achievement of student success for all students but specifically focusing on underserved student populations. BUILDING EFFECTIVE HATE/BIAS RESPONSE EFFORTS AND Join us for Part I of GLADC's Three Session Series with 2021 Dr. Martin Luther King Jr. Leadership Award Recipient: Amanda FlorenceGoodenough.
MEET GLADC BOARD MEMBER THOMAS HARRIS Meet GLADC Board Member Thomas Harris. Thomas Harris is the Senior Student Service Coordinator for the Office of Multicultural Student Services at the University of Wisconsin – La Crosse and has been serving on the Council’s Board of Directors since its establishment in 2007. The concept for the Council was the product of a conference THE GREATER LA CROSSE AREA DIVERSITY COUNCIL This community calendar is provided as a place for community members, businesses, and organizations to submit their diversity-related events. It is a joint project of the Greater La Crosse Area Diversity Council and the La Crosse Medical Health Science Consortium Cultural Competency Committee. HARVARD IMPLICIT ASSOCIATION TEST (IAT) The Implicit Association Test makes it possible to penetrate both of these types of hiding. The IAT measures implicit attitudes and beliefs that people are either unwilling or unable to report." This tool was developed by a group of researchers from Harvard University and has proven validity. Here is a link to the test should you decide to takeit.
THE ORGANIZATIONAL INCLUSION ASSESSMENT* The Organizational Inclusion Assessment*. The purpose of this assessment is to help you determine where to focus your energy in developing an inclusion process that fits your organization's readiness level. There are steps you can take to work on inclusiveness no matter where your organization's readiness may be. 1. THE LANGUAGE OF INCLUSION: HOW TO IMPLEMENT INCLUSIVE Join this conversation to explore how we can make workplaces more inclusive by addressing the “little” things, like microaggressions, before they become the big things. It takes intentionality to ensure our everyday, commonplace exchanges and environmental symbols don’t exclude people on the basis of race, gender, sexuality, religion, ability, size, age, and other socialidentities
CRY FREEDOM: PEDAGOGIES OF PROTESTS AND PANDEMIC Main Theme: “WE ARE NOT OK”. This lecture/interactive discussion will center around the world of teaching /learning for Native Indigenous students in the region during a time of global pandemic, economic upheaval, protests, and deep emotion. During “Native Indigenous Day” to also focus on the “context” of learning for Native Indigeous students during these historic IMPLICIT BIAS, INCLUSIVITY, AND WORKPLACE CULTURE Implicit Bias, Inclusivity, and Workplace Culture. Implicit Association Test (IAT) is excellent for showing bias and how our unconscious drives our day to day decision making. Click here to learn more about this tool and take the test. Cultural competence is adevelopmental
A FRAMEWORK FOR BUILDING ORGANIZATIONAL INCLUSION What will an inclusive workplace look like when it’s achieved? 1. Demonstrated Commitment to Diversity In an inclusive organization, visible and invisible heterogeneity is present BUILDING EFFECTIVE HATE/BIAS RESPONSE EFFORTS AND Join us for Part I of GLADC's Three Session Series with 2021 Dr. Martin Luther King Jr. Leadership Award Recipient: Amanda FlorenceGoodenough.
SEXUAL HARASSMENT TRAINING EFFECTIVENESS: AN THE JOB ANNUAL REVIEW Sexual harassment training effectiveness: An interdisciplinary review and call for research Mark V. Roehling | Jason Huang School of Human Resources and Labor HOW COMMITTED IS YOUR CEO AND TOP MANAGEMENT TO DIVERSITY We have all heard that in diversity and inclusion initiatives need support and drive from the very top to be successful. So how do CEOs and top management show THE GREATER LA CROSSE AREA DIVERSITY COUNCIL This community calendar is provided as a place for community members, businesses, and organizations to submit their diversity-related events. It is a joint project of the Greater La Crosse Area Diversity Council and the La Crosse Medical Health Science Consortium Cultural Competency Committee. HARVARD IMPLICIT ASSOCIATION TEST (IAT) The Implicit Association Test makes it possible to penetrate both of these types of hiding. The IAT measures implicit attitudes and beliefs that people are either unwilling or unable to report." This tool was developed by a group of researchers from Harvard University and has proven validity. Here is a link to the test should you decide to takeit.
THE ORGANIZATIONAL INCLUSION ASSESSMENT* The Organizational Inclusion Assessment*. The purpose of this assessment is to help you determine where to focus your energy in developing an inclusion process that fits your organization's readiness level. There are steps you can take to work on inclusiveness no matter where your organization's readiness may be. 1. THE LANGUAGE OF INCLUSION: HOW TO IMPLEMENT INCLUSIVE Join this conversation to explore how we can make workplaces more inclusive by addressing the “little” things, like microaggressions, before they become the big things. It takes intentionality to ensure our everyday, commonplace exchanges and environmental symbols don’t exclude people on the basis of race, gender, sexuality, religion, ability, size, age, and other socialidentities
CRY FREEDOM: PEDAGOGIES OF PROTESTS AND PANDEMIC Main Theme: “WE ARE NOT OK”. This lecture/interactive discussion will center around the world of teaching /learning for Native Indigenous students in the region during a time of global pandemic, economic upheaval, protests, and deep emotion. During “Native Indigenous Day” to also focus on the “context” of learning for Native Indigeous students during these historic IMPLICIT BIAS, INCLUSIVITY, AND WORKPLACE CULTURE Implicit Bias, Inclusivity, and Workplace Culture. Implicit Association Test (IAT) is excellent for showing bias and how our unconscious drives our day to day decision making. Click here to learn more about this tool and take the test. Cultural competence is adevelopmental
A FRAMEWORK FOR BUILDING ORGANIZATIONAL INCLUSION What will an inclusive workplace look like when it’s achieved? 1. Demonstrated Commitment to Diversity In an inclusive organization, visible and invisible heterogeneity is present BUILDING EFFECTIVE HATE/BIAS RESPONSE EFFORTS AND Join us for Part I of GLADC's Three Session Series with 2021 Dr. Martin Luther King Jr. Leadership Award Recipient: Amanda FlorenceGoodenough.
SEXUAL HARASSMENT TRAINING EFFECTIVENESS: AN THE JOB ANNUAL REVIEW Sexual harassment training effectiveness: An interdisciplinary review and call for research Mark V. Roehling | Jason Huang School of Human Resources and Labor HOW COMMITTED IS YOUR CEO AND TOP MANAGEMENT TO DIVERSITY We have all heard that in diversity and inclusion initiatives need support and drive from the very top to be successful. So how do CEOs and top management showGENERAL RESOURCES
Multicultural Resource Guide. The Multicultural Resource Guide lists multicultural resources that reflect the growing diversity within the Greater La Crosse Region.. Metrics of Diversity "There are many definitions of diversity from a social justice perspective. We use one centered on organizations desiring to increase their employment of traditionally underrerepresented groups, or protected WHO WE ARE - THE GREATER LA CROSSE AREA DIVERSITY COUNCIL The Greater La Crosse Area is an inclusive and welcoming place to live, work, access opportunities, contribute and belong. Our workplaces and communities affirm the inherent possibilities of people of all races, ethnicities, nationalities, religions, abilities, cultures, gender identities, sexual orientations, ages, economic andmilitary statuses.
OUR MEMBERS
The Great La Crosse Area Diversity Council would also like to express our gratitude for our individual donors! Thank you for your support. We invite you to become an active member of the Greater La CrosseDiversity Council.
BECOME A MEMBER OF THE GREATER LA CROSSE AREA DIVERSITY Membership. We invite you to become an active member of the Greater La Crosse Diversity Council! Memberships are available to all employers: public and private; volunteer and non-profit organizations; and anyone who is committed to building inclusive places to work, contribute and belong. Our members are encouraged to actively contribute to the MULTICULTURAL RESOURCE GUIDE Assists people with all aging related questions, programs, or services. The Arc La Crosse, Inc. 1035 Green Bay Street #4 La Crosse, WI 54601. 608-782-4799. www.thearc.org. The nation’s leading advocate for all people with intellectual and developmentaldisabilities and
WORKFORCE CONNECTIONS AT A GLANCE WCI operates a variety of programs that can serve your workforce needs. This flyer gives a brief overview of each program. For more information, please contact (608) 789-5620 or visit www.workforceconnections.org. Workforce Innovation and Opportunity Act (WIOA) provides case management and support services to Adults (+18) and Dislocated Workers to get them connected and YWCA 2021 STAND AGAINST RACISM CAMPAIGN 1) Host a Stand Against Racism pledge event at your organization and commit to making changes, large and small to eliminate racism wherever it shows up. We are here to help you plan your pledge event. Email our mission impact coordinator, Rebecca Schwarz, for details at rschwarz@ywcalax.org. 2) Participate in our social media awarenesseffort
"COOKING WITH BAO" FUNDRAISER The campaign will end August 1st. 100% of the money raised through the “Cooking with Bao” fundraiser will go directly to Hmong farmers to help with some of the financial impacts from the pandemic, as many had no aid to help them throughout the year. Donate online here or mail donations to: Independent Hmong Farmers Corp. (501c3) P.O. Box 578. IMPLICIT BIAS, INCLUSIVITY, AND WORKPLACE CULTURE Implicit Bias, Inclusivity, and Workplace Culture. Implicit Association Test (IAT) is excellent for showing bias and how our unconscious drives our day to day decision making. Click here to learn more about this tool and take the test. Cultural competence is adevelopmental
BUILDING EFFECTIVE HATE/BIAS RESPONSE EFFORTS AND Join us for Part I of GLADC's Three Session Series with 2021 Dr. Martin Luther King Jr. Leadership Award Recipient: Amanda FlorenceGoodenough.
THE GREATER LA CROSSE AREA DIVERSITY COUNCIL This community calendar is provided as a place for community members, businesses, and organizations to submit their diversity-related events. It is a joint project of the Greater La Crosse Area Diversity Council and the La Crosse Medical Health Science Consortium Cultural Competency Committee. WHO WE ARE - THE GREATER LA CROSSE AREA DIVERSITY COUNCILSEE MORE ON GLAXDIVERSITYCOUNCIL.COM CRY FREEDOM: PEDAGOGIES OF PROTESTS AND PANDEMIC Main Theme: “WE ARE NOT OK”. This lecture/interactive discussion will center around the world of teaching /learning for Native Indigenous students in the region during a time of global pandemic, economic upheaval, protests, and deep emotion. During “Native Indigenous Day” to also focus on the “context” of learning for Native Indigeous students during these historic THE ORGANIZATIONAL INCLUSION ASSESSMENT* The Organizational Inclusion Assessment*. The purpose of this assessment is to help you determine where to focus your energy in developing an inclusion process that fits your organization's readiness level. There are steps you can take to work on inclusiveness no matter where your organization's readiness may be. 1. THE LANGUAGE OF INCLUSION: HOW TO IMPLEMENT INCLUSIVE Join this conversation to explore how we can make workplaces more inclusive by addressing the “little” things, like microaggressions, before they become the big things. It takes intentionality to ensure our everyday, commonplace exchanges and environmental symbols don’t exclude people on the basis of race, gender, sexuality, religion, ability, size, age, and other socialidentities
HARVARD IMPLICIT ASSOCIATION TEST (IAT) The Implicit Association Test makes it possible to penetrate both of these types of hiding. The IAT measures implicit attitudes and beliefs that people are either unwilling or unable to report." This tool was developed by a group of researchers from Harvard University and has proven validity. Here is a link to the test should you decide to takeit.
A FRAMEWORK FOR BUILDING ORGANIZATIONAL INCLUSION What will an inclusive workplace look like when it’s achieved? 1. Demonstrated Commitment to Diversity In an inclusive organization, visible and invisible heterogeneity is present PLANNING AND IMPLEMENTING CULTURAL COMPETENCESEE MORE ON GLAXDIVERSITYCOUNCIL.COM SEXUAL HARASSMENT TRAINING EFFECTIVENESS: AN THE JOB ANNUAL REVIEW Sexual harassment training effectiveness: An interdisciplinary review and call for research Mark V. Roehling | Jason Huang School of Human Resources and Labor HOW COMMITTED IS YOUR CEO AND TOP MANAGEMENT TO DIVERSITY We have all heard that in diversity and inclusion initiatives need support and drive from the very top to be successful. So how do CEOs and top management show THE GREATER LA CROSSE AREA DIVERSITY COUNCIL This community calendar is provided as a place for community members, businesses, and organizations to submit their diversity-related events. It is a joint project of the Greater La Crosse Area Diversity Council and the La Crosse Medical Health Science Consortium Cultural Competency Committee. WHO WE ARE - THE GREATER LA CROSSE AREA DIVERSITY COUNCILSEE MORE ON GLAXDIVERSITYCOUNCIL.COM CRY FREEDOM: PEDAGOGIES OF PROTESTS AND PANDEMIC Main Theme: “WE ARE NOT OK”. This lecture/interactive discussion will center around the world of teaching /learning for Native Indigenous students in the region during a time of global pandemic, economic upheaval, protests, and deep emotion. During “Native Indigenous Day” to also focus on the “context” of learning for Native Indigeous students during these historic THE ORGANIZATIONAL INCLUSION ASSESSMENT* The Organizational Inclusion Assessment*. The purpose of this assessment is to help you determine where to focus your energy in developing an inclusion process that fits your organization's readiness level. There are steps you can take to work on inclusiveness no matter where your organization's readiness may be. 1. THE LANGUAGE OF INCLUSION: HOW TO IMPLEMENT INCLUSIVE Join this conversation to explore how we can make workplaces more inclusive by addressing the “little” things, like microaggressions, before they become the big things. It takes intentionality to ensure our everyday, commonplace exchanges and environmental symbols don’t exclude people on the basis of race, gender, sexuality, religion, ability, size, age, and other socialidentities
HARVARD IMPLICIT ASSOCIATION TEST (IAT) The Implicit Association Test makes it possible to penetrate both of these types of hiding. The IAT measures implicit attitudes and beliefs that people are either unwilling or unable to report." This tool was developed by a group of researchers from Harvard University and has proven validity. Here is a link to the test should you decide to takeit.
A FRAMEWORK FOR BUILDING ORGANIZATIONAL INCLUSION What will an inclusive workplace look like when it’s achieved? 1. Demonstrated Commitment to Diversity In an inclusive organization, visible and invisible heterogeneity is present PLANNING AND IMPLEMENTING CULTURAL COMPETENCESEE MORE ON GLAXDIVERSITYCOUNCIL.COM SEXUAL HARASSMENT TRAINING EFFECTIVENESS: AN THE JOB ANNUAL REVIEW Sexual harassment training effectiveness: An interdisciplinary review and call for research Mark V. Roehling | Jason Huang School of Human Resources and Labor HOW COMMITTED IS YOUR CEO AND TOP MANAGEMENT TO DIVERSITY We have all heard that in diversity and inclusion initiatives need support and drive from the very top to be successful. So how do CEOs and top management showOUR MEMBERS
The Great La Crosse Area Diversity Council would also like to express our gratitude for our individual donors! Thank you for your support. We invite you to become an active member of the Greater La CrosseDiversity Council.
BECOME A MEMBER OF THE GREATER LA CROSSE AREA DIVERSITY Membership. We invite you to become an active member of the Greater La Crosse Diversity Council! Memberships are available to all employers: public and private; volunteer and non-profit organizations; and anyone who is committed to building inclusive places to work, contribute and belong. Our members are encouraged to actively contribute to the HARVARD IMPLICIT ASSOCIATION TEST (IAT) The Implicit Association Test makes it possible to penetrate both of these types of hiding. The IAT measures implicit attitudes and beliefs that people are either unwilling or unable to report." This tool was developed by a group of researchers from Harvard University and has proven validity. Here is a link to the test should you decide to takeit.
MULTICULTURAL RESOURCE GUIDE Assists people with all aging related questions, programs, or services. The Arc La Crosse, Inc. 1035 Green Bay Street #4 La Crosse, WI 54601. 608-782-4799. www.thearc.org. The nation’s leading advocate for all people with intellectual and developmentaldisabilities and
IMPLICIT BIAS, INCLUSIVITY, AND WORKPLACE CULTURE Implicit Bias, Inclusivity, and Workplace Culture. Implicit Association Test (IAT) is excellent for showing bias and how our unconscious drives our day to day decision making. Click here to learn more about this tool and take the test. Cultural competence is adevelopmental
WORKFORCE CONNECTIONS AT A GLANCE WCI operates a variety of programs that can serve your workforce needs. This flyer gives a brief overview of each program. For more information, please contact (608) 789-5620 or visit www.workforceconnections.org. Workforce Innovation and Opportunity Act (WIOA) provides case management and support services to Adults (+18) and Dislocated Workers to get them connected and BUILDING EFFECTIVE HATE/BIAS RESPONSE EFFORTS AND Join us for Part I of GLADC's Three Session Series with 2021 Dr. Martin Luther King Jr. Leadership Award Recipient: Amanda FlorenceGoodenough.
WESTERN TECHNICAL COLLEGE IS HIRING AN EQUITY AND Western Technical College is hiring an Equity and Inclusion Coordinator. They are eager to find a candidate to support the integration of equity across the college for the achievement of student success for all students but specifically focusing on underserved student populations. SEXUAL HARASSMENT TRAINING EFFECTIVENESS: AN facilitate both new and more rigorous research investigating the many important questions that have received little or no attention to date. After a discussion of definitional issues, the remainder of the paperis
MEET GLADC BOARD MEMBER THOMAS HARRIS Meet GLADC Board Member Thomas Harris. Thomas Harris is the Senior Student Service Coordinator for the Office of Multicultural Student Services at the University of Wisconsin – La Crosse and has been serving on the Council’s Board of Directors since its establishment in 2007. The concept for the Council was the product of a conference THE GREATER LA CROSSE AREA DIVERSITY COUNCIL This community calendar is provided as a place for community members, businesses, and organizations to submit their diversity-related events. It is a joint project of the Greater La Crosse Area Diversity Council and the La Crosse Medical Health Science Consortium Cultural Competency Committee. WHO WE ARE - THE GREATER LA CROSSE AREA DIVERSITY COUNCILSEE MORE ON GLAXDIVERSITYCOUNCIL.COM HARVARD IMPLICIT ASSOCIATION TEST (IAT) The Implicit Association Test makes it possible to penetrate both of these types of hiding. The IAT measures implicit attitudes and beliefs that people are either unwilling or unable to report." This tool was developed by a group of researchers from Harvard University and has proven validity. Here is a link to the test should you decide to takeit.
MULTICULTURAL RESOURCE GUIDE Assists people with all aging related questions, programs, or services. The Arc La Crosse, Inc. 1035 Green Bay Street #4 La Crosse, WI 54601. 608-782-4799. www.thearc.org. The nation’s leading advocate for all people with intellectual and developmentaldisabilities and
CRY FREEDOM: PEDAGOGIES OF PROTESTS AND PANDEMIC Main Theme: “WE ARE NOT OK”. This lecture/interactive discussion will center around the world of teaching /learning for Native Indigenous students in the region during a time of global pandemic, economic upheaval, protests, and deep emotion. During “Native Indigenous Day” to also focus on the “context” of learning for Native Indigeous students during these historic THE LANGUAGE OF INCLUSION: HOW TO IMPLEMENT INCLUSIVE Join this conversation to explore how we can make workplaces more inclusive by addressing the “little” things, like microaggressions, before they become the big things. It takes intentionality to ensure our everyday, commonplace exchanges and environmental symbols don’t exclude people on the basis of race, gender, sexuality, religion, ability, size, age, and other socialidentities
THE ORGANIZATIONAL INCLUSION ASSESSMENT* The Organizational Inclusion Assessment*. The purpose of this assessment is to help you determine where to focus your energy in developing an inclusion process that fits your organization's readiness level. There are steps you can take to work on inclusiveness no matter where your organization's readiness may be. 1. PLANNING AND IMPLEMENTING CULTURAL COMPETENCESEE MORE ON GLAXDIVERSITYCOUNCIL.COM MEET GLADC BOARD MEMBER THOMAS HARRIS Meet GLADC Board Member Thomas Harris. Thomas Harris is the Senior Student Service Coordinator for the Office of Multicultural Student Services at the University of Wisconsin – La Crosse and has been serving on the Council’s Board of Directors since its establishment in 2007. The concept for the Council was the product of a conference HOW COMMITTED IS YOUR CEO AND TOP MANAGEMENT TO DIVERSITY We have all heard that in diversity and inclusion initiatives need support and drive from the very top to be successful. So how do CEOs and top management show THE GREATER LA CROSSE AREA DIVERSITY COUNCIL This community calendar is provided as a place for community members, businesses, and organizations to submit their diversity-related events. It is a joint project of the Greater La Crosse Area Diversity Council and the La Crosse Medical Health Science Consortium Cultural Competency Committee. WHO WE ARE - THE GREATER LA CROSSE AREA DIVERSITY COUNCILSEE MORE ON GLAXDIVERSITYCOUNCIL.COM HARVARD IMPLICIT ASSOCIATION TEST (IAT) The Implicit Association Test makes it possible to penetrate both of these types of hiding. The IAT measures implicit attitudes and beliefs that people are either unwilling or unable to report." This tool was developed by a group of researchers from Harvard University and has proven validity. Here is a link to the test should you decide to takeit.
MULTICULTURAL RESOURCE GUIDE Assists people with all aging related questions, programs, or services. The Arc La Crosse, Inc. 1035 Green Bay Street #4 La Crosse, WI 54601. 608-782-4799. www.thearc.org. The nation’s leading advocate for all people with intellectual and developmentaldisabilities and
CRY FREEDOM: PEDAGOGIES OF PROTESTS AND PANDEMIC Main Theme: “WE ARE NOT OK”. This lecture/interactive discussion will center around the world of teaching /learning for Native Indigenous students in the region during a time of global pandemic, economic upheaval, protests, and deep emotion. During “Native Indigenous Day” to also focus on the “context” of learning for Native Indigeous students during these historic THE LANGUAGE OF INCLUSION: HOW TO IMPLEMENT INCLUSIVE Join this conversation to explore how we can make workplaces more inclusive by addressing the “little” things, like microaggressions, before they become the big things. It takes intentionality to ensure our everyday, commonplace exchanges and environmental symbols don’t exclude people on the basis of race, gender, sexuality, religion, ability, size, age, and other socialidentities
THE ORGANIZATIONAL INCLUSION ASSESSMENT* The Organizational Inclusion Assessment*. The purpose of this assessment is to help you determine where to focus your energy in developing an inclusion process that fits your organization's readiness level. There are steps you can take to work on inclusiveness no matter where your organization's readiness may be. 1. PLANNING AND IMPLEMENTING CULTURAL COMPETENCESEE MORE ON GLAXDIVERSITYCOUNCIL.COM MEET GLADC BOARD MEMBER THOMAS HARRIS Meet GLADC Board Member Thomas Harris. Thomas Harris is the Senior Student Service Coordinator for the Office of Multicultural Student Services at the University of Wisconsin – La Crosse and has been serving on the Council’s Board of Directors since its establishment in 2007. The concept for the Council was the product of a conference HOW COMMITTED IS YOUR CEO AND TOP MANAGEMENT TO DIVERSITY We have all heard that in diversity and inclusion initiatives need support and drive from the very top to be successful. So how do CEOs and top management showGENERAL RESOURCES
Multicultural Resource Guide. The Multicultural Resource Guide lists multicultural resources that reflect the growing diversity within the Greater La Crosse Region.. Metrics of Diversity "There are many definitions of diversity from a social justice perspective. We use one centered on organizations desiring to increase their employment of traditionally underrerepresented groups, or protectedOUR MEMBERS
The Great La Crosse Area Diversity Council would also like to express our gratitude for our individual donors! Thank you for your support. We invite you to become an active member of the Greater La CrosseDiversity Council.
BECOME A MEMBER OF THE GREATER LA CROSSE AREA DIVERSITY Membership. We invite you to become an active member of the Greater La Crosse Diversity Council! Memberships are available to all employers: public and private; volunteer and non-profit organizations; and anyone who is committed to building inclusive places to work, contribute and belong. Our members are encouraged to actively contribute to theUPCOMING EVENTS
This community calendar is provided as a place for community members, businesses, and organizations to submit their diversity-related events. It is a joint project of the Greater La Crosse Area Diversity Council and the La Crosse Medical Health Science Consortium Cultural Competency Committee.. Event information is accurate to the best ofour knowledge.
THE GREATER LA CROSSE AREA DIVERSITY COUNCIL BLOG The “Cooking with Bao” fundraiser will include a variety of fundraising activities, including a series of live-streamed cooking shows with Bao Xiong, where Bao will teach Hmong and Hmong/American recipes using ingredients found at local farmers markets and co-ops. A FRAMEWORK FOR BUILDING ORGANIZATIONAL INCLUSION What will an inclusive workplace look like when it’s achieved? 1. Demonstrated Commitment to Diversity In an inclusive organization, visible and invisible heterogeneity is present BUILDING EFFECTIVE HATE/BIAS RESPONSE EFFORTS AND Join us for Part I of GLADC's Three Session Series with 2021 Dr. Martin Luther King Jr. Leadership Award Recipient: Amanda FlorenceGoodenough.
PLANNING AND IMPLEMENTING CULTURAL COMPETENCE Why Self-Assessment? Organizations across the board, either for profit, or non-profit, are recognizing the need to enhance services for culturally and linguistically diverse populations. Assessing attitudes, practices, policies and structures IMPLICIT BIAS, INCLUSIVITY, AND WORKPLACE CULTURE Implicit Bias, Inclusivity, and Workplace Culture. Implicit Association Test (IAT) is excellent for showing bias and how our unconscious drives our day to day decision making. Click here to learn more about this tool and take the test. Cultural competence is adevelopmental
SEXUAL HARASSMENT TRAINING EFFECTIVENESS: AN THE JOB ANNUAL REVIEW Sexual harassment training effectiveness: An interdisciplinary review and call for research Mark V. Roehling | Jason Huang School of Human Resources and Labor* About
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This community calendar is provided as a place for community members, businesses, and organizations to submit their diversity-related events. It is a joint project of the Greater La Crosse Area Diversity Council and the La Crosse Medical Health Science Consortium Cultural Competency Committee.UPCOMING EVENTS
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October 12 @ 8:00 am TOWARD ONE WISCONSIN CONFERENCE N EQUITY, DIVERSITY, AND INCLUSION Venue The Lismore Hotel333 Gibson St Eau Claire, Wisconsin 54701 Organizer Sharon Huntershunter@uwsa.edu Event Details Be a part of the state’s premier inclusivity conference, which focuses on individual,organizational, and
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WORKFORCE CONNECTIONS AT A GLANCEJune 1, 2021
Workforce Connections operates a variety of programs that can serve your workforce needs. Learn more about each program. Read MoreView All
WHY JOIN THE DIVERSITY COUNCIL * Regular networking opportunities * Discounts on registration to programs and events * Access to equity and inclusion professionals and communityadvocates
* Multicultural Resource Guide * Access to qualified diversity training facilitators * Recognition of your commitment and partnership with the Diversity Council’s mission of promoting equity and inclusion * Invitations to other regional and community programs andactivities
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Nov 14, 2019 GLADC Annual Conference Creating a Culture of Inclusion in the Workplace EventMEMBERS
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MULTICULTURAL RESOURCE GUIDE This guide lists established and emerging resources that reflect and celebrate cultural diversity in our area. It is made possible through the generous support of the member organizations of the Greater La Crosse Area Diversity Council (GLADC).View Guide
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Copyright © 2021 The Greater La Crosse Area Diversity Council. AllRights Reserved.
* About
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* Our Members
* Staff and Board of Directors* Testimonials
* Contact Us
* Resources
* Multicultural Resource Guide* General Resources
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* Ricardo Acevedo
* Dr. Quincey L. Daniels* Amanda Goodenough
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