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tinyurl.com/dome25-posteval

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tinyurl.com/582rj573

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Dear Participant, PCW values your comments/insights/observations in the conduct of GAD-related technical assistance (TA) provided by the PCW-certified GR Pool members. As part of our continuous effort to improve the delivery of our TA services, please fill out this Evaluation Form to rate the GR Pool member as your resource person. Philippine Commission on Women

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Kindly share with us your name, region, photo of yourself, and your responses to the following questions:

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Kindly share with us your name, region, photo of yourself, and your responses to the following questions:

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An activity/hobby you enjoy doing outside of work

Your hometown's most famous delicacy

Which place/country you would like to visit this 2025

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Ms. Franchesca Alvinne Iral - (0906) 293 5812 or franchesca.iral@lga.gov.ph

Mr. Marvin Renelle Rollo - (0906) 464 1227 or marvin.rollo@lga.gov.ph

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Welcome to the Diversity in the Organization and Managing for Effectiveness (DOME)!

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Welcome to the Diversity in the Organization and Managing for Effectiveness (DOME)!

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This Padlet will serve as a landing page and virtual program guide for the participants. You can find links to the learning materials and references, and other useful links that will be used for the activity.

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Nearest Police Station

Police Station 6 - General Santos City Police Office PRO 12

Contact Number: 0998 598 7218)

Social Media: https://www.facebook.com/PulisEstasyonSays

Nearest Hospital

Socsargen County Hospital

Contact Number: 0932 692 4708

Social Media: https://www.facebook.com/SocsargenCountyHospitalOfficial

Nearest Fire Station

BFP R12 General Santos City Fire Station

Contact Number: 0943-341-5561; (083) 552-1160

Social Media: https://www.facebook.com/profile.php?id=61560892110403

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If you wish to add answers, click the (+) button and please explore this Padlet for easier access to our training files!

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tinyurl.com/dome25-posttest

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[Post-Test] Diversity in the Organization and Managing for Effectiveness (DOME): Leading Diverse & Inclusive Organizations

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We ask that you kindly accomplish this post-test. The aim of this assessment is to accurately measure your acquired knowledge in the subject matter. This information is crucial for understanding the collective knowledge gained.

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Kindly accomplish the following tests:

1. Multiple Intelligence Test (MI Test) at bit.ly/dome-mi

2. DISC Profile Test at bit.ly/dome-disc

Please keep your scores/results and share it with your co-learners.

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In this training, we will be drafting the Diversity Profile and Diversity and Inclusion Plan (DIP). We kindly request your good office to prepare the following necessary data: (1) socio-demographic profile (e.g., age, sex, civil status, education, religion, number of children, ethnicities, among others); (2) vulnerable and marginalized people profile (e.g., solo parents, PWDs, indigenous persons, openly LGBTQIA+ individuals, those with low economic status, religious minorities, and those in high-risk work); and (3) existing DEI policies and services for personnel in your office.

The said information will be used in developing your Provincial/City Field Office's Diversity and Inclusion Plan (DIP).

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PD Ma. Corazon M. Cimacio - DILG 10 Camiguin Province

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PD Ma. Corazon M. Cimacio - DILG 10 Camiguin Province

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Hobby: Crochet

Delicacy: Camiguin Pastel

Country to Visit: Vietnam

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And listen to others they too have their stories....

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And listen to others they too have their stories....

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Engr Marisia C. Naybe

DILG Misamis Oriental

Listening to music

Tablea

Thailand

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tinyurl.com/2025-dome-pad

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2025 DOME Training Bulletin and Schedule

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I am Masbud A. Gaima II from MILG Marawi City, BARMM.

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Gandang morning po sa lahat!

PD Cora Toribio po ng DILG Isabela R2

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Magna Carta of Women (Republic Act 9710)

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Magna Carta of Women (Republic Act 9710)

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Magna Carta for Disabled Persons (Republic Act No. 7277)

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Magna Carta for Disabled Persons (Republic Act No. 7277)

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Hi! CD Rilimin H. Sandoval of DILG General Santos City,  Region 12 po.

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Hi, Johnjoan Mende here of DILG Mandaue City

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Hi, Johnjoan Mende here of DILG Mandaue City

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From the calamay and peanut kisses Republic of Bohol;

Loves the outdoors;

Japan and Mt. Fuji

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DEI: What It Is & How to Champion It in the Workplace

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DEI: What It Is & How to Champion It in the Workplace

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Diversity, equity, and inclusion (DEI) initiatives are essential to fostering a positive work culture. Through exposure to diverse perspectives, you can improve employee morale, promote business ethics, and drive creative problem-solving and innovation.

According to a LinkedIn survey, 69 percent of recruiters and human resources professionals believe their organizations commit to diverse hiring practices. Yet, only 47 percent think they hold hiring managers to those standards.

If you want to champion diversity, equity, and inclusion at your organization, here's an overview of DEI's goals, why it's important in business, and how you can implement it.

Free E-Book: How to Become a More Effective Leader

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What Is Diversity, Equity, and Inclusion?

According to the online course Leadership, Ethics, and Corporate Accountability, DEI comprises:

Diversity: The presence and participation of individuals with varying backgrounds and perspectives, including those who have been traditionally underrepresented

Equity: Equal access to opportunities and fair, just, and impartial treatment

Inclusion: A sense of belonging in an environment where all feel welcomed, accepted, and respected

To better understand DEI, here's a breakdown of its components and benefits.

Diversity

Your organization can achieve workplace diversity by employing people from various backgrounds based on:

Doing so can produce several benefits for your company's bottom line. For example, research shows that businesses with diverse teams experience more than twice as much cash flow per employee.

Employees can also file charges against your organization if they've been discriminated against. According to a Good Jobs First report, 99 percent of Fortune 500 companies have been involved in at least one lawsuit related to discrimination or sexual harassment since 2000.

Such conflict resolution can be costly, but workplace diversity involves more than difficult conversations with employees.

"I don't want diversity to be about policing people," says Oona King, vice president of diversity, equity, and inclusion at Snap Inc., in Leadership, Ethics, and Corporate Accountability. "I want diversity to be about unleashing innovation and having more diverse perspectives in the room to come up with solutions to the most pressing problems of our day."

Equity

Equity in the workplace requires treating all employees fairly and justly-regardless of their backgrounds-and ensuring equal opportunities for growth, development, and success.

While diversity provides financial benefits, equity ensures all employees feel valued. Yet, this isn't always the case. According to a Gallup poll, 24 percent of Black and Hispanic employees experienced workplace discrimination between 2019 and 2020.

Since people often hire or promote individuals who share similar characteristics as themselves, proactively combatting influences-such as unconscious bias -can lead to workplace equity in the form of:

Equal opportunities

Fair compensation

Balanced training and educational opportunities

"What you have to do around equity is tell people there are a lot of biases we've built up since we were kids that have been reinforced repeatedly," King says in Leadership, Ethics, and Corporate Accountability. "And you need more awareness around them if you want to do well in a forward-thinking company."

Inclusion

Inclusion extends beyond diversity and refers to employees' workplace experiences.

It involves creating an environment where all employees feel valued, respected, and fully integrated into your organization's culture and operations.

According to Forrester, 60 percent of sales teams believe inclusion in the workplace has contributed to their success, while a Pew Research study indicates that over half of employees value DEI initiatives at work.

If you hope to make your organization more inclusive, consider your role as an ethical leader. According to Leadership, Ethics, and Corporate Accountability, thinking about the biases and concepts that influence your decision-making is essential to creating an inclusive workplace.

The Importance of Reflective Leadership in Business

How to Implement DEI Within Your Organization

DEI is only effective when you implement it into your overall business strategy.

"You cannot have a diversity, equity, and inclusion strategy as a separate strategy," King says in Leadership, Ethics, and Corporate Accountability. "It's not going to work. You have to tie it into the heart of your business strategy because separate is never equal."

Here are four tips for implementing DEI effectively.

1. Invest in Diversity Initiatives

Investing in DEI initiatives can take several forms in business.

For example, Walmart invests in DEI by offering a Supplier Inclusion Program that supports businesses and suppliers from communities often underrepresented in large-scale retail.

Companies like Salesforce also emphasize DEI education. Through its partnership with professional skills-based platform Trailhead, employees can take courses and earn certifications in subjects such as inclusion guidelines for data visualization and inclusive content creation. According to the company's Annual Equality Update, its commitment to DEI education and inclusive hiring tactics has resulted in nearly 51 percent of U.S. employees coming from underrepresented groups.

2. Offer Bias Training Sessions

Stereotypes-whether blatant or unconscious-can negatively impact your organization and result in decreased motivation and employee engagement.

One way to overcome workplace stereotypes is by offering unconscious bias training sessions to increase employees' awareness of implicit biases. For example, the Implicit Association Test (IAT) -developed by professors from Harvard University, the University of Washington, and the University of Virginia-helps identify implicit associations or stereotypes you might be unaware of.

You can also provide employees the opportunity to earn a business ethics certificate to gain skills to identify and surmount biases.

Don't be afraid to make training mandatory. According to Pew Research, approximately 53 percent of employees find DEI training helpful, with only 13 percent finding it unhelpful.

In addition, companies like Google provide this type of training through workshops that more than half of its employees participate in.

Leadership in Big Tech: How to Make Ethical Decisions

3. Promote Pay Equity

Ensuring employees earn equitable salaries is crucial to championing DEI.

"When you measure objectives for metrics in corporate America, you'll see very clear differences for different groups," King says in Leadership, Ethics, and Corporate Accountability. "That's the data; we know it's a fact. So our job is to change those objectives in the workplace."

One of those data points is pay equity. In the U.S., women earn approximately 82 percent of what men do-a figure that's only increased two percent since 2002. While various factors impact that statistic, it's critical for your organization to offer equitable compensation, regardless of gender.

"That's where today's diversity, equity, and inclusion efforts really come in," King says. "What levers and tools do we have to change, so that whoever walks through the door has the same chance as anyone else of success?"

4. Prioritize Developing Talent from Underrepresented Groups

Developing talent from underrepresented groups is crucial to fostering diversity and inclusion. By providing opportunities for personal and professional growth, your organization can help address historical workplace disparities.

For example, Leadership, Ethics, and Corporate Accountability highlights Google's push for DEI initiatives, including:

Funding research on why fewer students who identify as female or are from underrepresented groups enroll in computer science programs

Offering financial support to science, technology, engineering, and math (STEM) programs in underrepresented communities

Forming recruiting teams that establish a "pipeline program" with universities that have large populations of underrepresented students

These align with what Harvard Business School Professor Nien-hê Hsieh calls "the pipeline problem" in Leadership, Ethics, and Corporate Accountability.

"There simply aren't enough qualified members of underrepresented groups available to hire for these jobs," Hsieh says. "In the United States, this theory points to patterns like fewer women and Black people receiving degrees in science, technology, engineering, or math than their male, white, or Asian counterparts."

Make Your Organization More Equitable

When implemented properly, DEI's benefits can't be overstated.

"The underlying point of DEI is to understand the impact of culture and the way we do things in business strategy," King says.

If you want to promote DEI, Leadership, Ethics, and Corporate Accountability can help you learn how to make ethical leadership decisions and create a fair workplace culture through interactive learning activities and real-world business examples.
Ready to champion DEI at your organization? Enroll in Leadership, Ethics, and Corporate Accountability-one of our online leadership and management courses-and download our free leadership e-book on how to become a more effective leader.

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DEI: What It Is & How to Champion It in the Workplace | HBS Online

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If you want to champion diversity, equity, and inclusion (DEI) at your organization, here are four ways to do so.

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What Is Diversity, Equity & Inclusion (DEI)?

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What Is Diversity, Equity & Inclusion (DEI)?

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In the push to make the world a more inclusive place, experts and activists utilize specific terminology when describing inclusion work's goal: to transform society into a more just place.

If you're new to the world of diversity and inclusion, however, it can sometimes feel like such users are speaking an entirely new language, which can make dipping your toes into this culture quite intimidating.

Here's a useful breakdown of several associated phrases, acronyms and words, and why they're important.

Key diversity and inclusion terms include:

D&I: Diversity & Inclusion

DEI: Diversity, Equity & Inclusion

DIB: Diversity, Inclusion & Belonging

DEB: Diversity, Equity & Belonging

These may seem identical, but there are significant differences. Let's unpack them a bit more.

Diversity:

Acknowledges all the ways people differ: race, sex, gender, age, sexual orientation, disability, socioeconomic status, religious beliefs, and more.

Inclusion:

Is about diversity in practice. It's the act of welcoming, supporting, respecting, and valuing all individuals and groups.

Equity:

Is often used interchangeably with equality, but there's a core difference: Where equality is a system in which each individual is offered the same opportunities regardless of circumstance, equity distributes resources based on needs. We live in a disproportionate society, and equity tries to correct its imbalance by creating more opportunities for people who have historically had less access.

Belonging:

Infers that an equitable structure is in place and functioning to make all people, no matter their differences, feel welcome. When you reach for equity, you're striving for a system that benefits everyone, no matter their circumstance. Belonging is when this not only works, but no one feels as if their inclusion is questioned.

Equity, diversity, and inclusion all mean different things, but interact with and rely on one another. Equity is the goal of diversity and inclusion.

Justice:

Is the mission of equity, in which an equitable system works so well it eventually eliminates the systemic problems driving the need for the latter. In other words, everything is fairly and evenly distributed to people no matter their race, gender, physical ability, or other personal circumstances.

Where D&I focuses on making all groups feel welcome, DEI also addresses the systemic ways access to things-such as education, food, the web, and more-are unequally distributed.

What does this have to do with web accessibility?

DEI has a direct impact on web accessibility. Web Content Accessibility Guidelines (WCAG) aren't just a matter of being Americans with Disabilities Act (ADA) compliant. Adhering to web accessibility measures is the right thing to do ethically, morally, and economically.

According to the U.S. Centers for Disease Control and Prevention (CDC), 61 million Americans have a disability . That's more than 25 percent of the population. The web is not made for people with disabilities, however. Everything from flash websites to the wrong color contrast ratio, difficult-to-read font size and weight, complicated language, and lack of image descriptions makes the internet difficult to use.

For the pragmatists among us, the economic impact of equity, and especially web accessibility, is a net positive.

Think about it this way: Utilizing DEI as a strategy for how you conduct business broadens your reach to countless prospects, and an accessible web presence opens you up to the 61 million Americans with disabilities who rely on such language, alt-text on images, and other WCAG-approved features.

Finally, web accessibility makes the internet better for everyone .

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What Is Diversity, Equity & Inclusion (DEI)?

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In the push to make the world a more inclusive place, experts and activists utilize specific terminology when describing inclusion work's goal: to transform society into a more just place. If you're new to the world of diversity and inclusion, however, it can sometimes feel like such users are speaking an entirely new language, which can make dipping your toes into this culture quite intimidating.

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Often, it’s easy to “call out” people when we notice their microaggressions or biased behaviors. But it can be equally challenging to recognize and acknowledge our own unconscious biases. That said, becoming aware of your shortcomings can help you hone your leadership style, especially when you’re a…

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Understanding Social Privilege | UMass Office of the President

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“Privilege exists when one group has something of value that is denied to others simply because of the groups they belong to, rather than because of anything they’ve done or failed to do. Access to privilege doesn’t determine one’s outcomes, but it is definitely an asset that makes it more likely that whatever talent, ability, and aspirations a person with privilege has will result in something positive for them.”

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Unconscious Bias, Social Privilege, and Microaggressions

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Unconscious Bias, Social Privilege, and Microaggressions

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Unconscious Bias, Social Privilege, and Microaggressions

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Dimensions and Types of Workplace Diversity

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Dimensions and Types of Workplace Diversity

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Dimensions and Types of Workplace Diversity