diversity in the workplace powerpoint presentation

Diversity and inclusion presentation: The all-in-one guide

Learn everything you need to know about from planning and delivery to tips for engaging your audience.

Raja Bothra

Building presentations

Hey there, fellow presenters!

Today, we're diving deep into the world of diversity and inclusion presentations.

Whether you're an experienced presenter or just getting started, this all-in-one guide will equip you with the knowledge and tools to create compelling presentations that promote diversity and inclusion in your organization.

So, let's embark on this enlightening journey together!

What is diversity?

Diversity is more than just a buzzword; it's the beautiful tapestry of differences that make our world unique. In a workplace context, diversity encompasses a wide range of characteristics, including race, gender, ethnicity, background, and more. Embracing diversity means recognizing and valuing these differences, making space for everyone's unique perspectives.

What is inclusion?

Now, let's talk about inclusion. Inclusion goes hand in hand with diversity. It's about creating an environment where everyone feels welcome, respected, and valued. Inclusion means removing barriers and fostering a sense of belonging for all employees, regardless of their background or characteristics.

Benefits and challenges of diversity and inclusion

Now, let's delve deeper into the compelling world of diversity and inclusion, exploring the remarkable benefits they bring to the workplace, as well as the complex challenges that must be addressed. When done right, diversity and inclusion are not just buzzwords; they are powerful tools that can transform your organization in the following ways:

Benefits of diversity and inclusion

• Improved decision-making: Imagine a team where each member brings a unique perspective to the table. Diverse teams are more likely to consider a wider range of perspectives, leading to more creative and innovative solutions. When individuals from various backgrounds collaborate, they bring fresh ideas and approaches that can revolutionize decision-making.
• Increased creativity and productivity: Diversity of thought and experience can act as a catalyst for new and better ideas, products, and services. When individuals with different life experiences come together, they spark a synergy that drives creativity and boosts productivity.
• Stronger business results: Research has repeatedly demonstrated that companies with diverse and inclusive workforces perform better financially. Embracing diversity isn't just a moral imperative; it's also a smart business strategy.
• Improved employee engagement and satisfaction: Employees are more likely to be engaged and satisfied with their jobs when they feel valued and respected for their unique contributions. Inclusivity fosters an environment where every team member feels heard and appreciated.
• Reduced turnover: Employees are more likely to stay with a company that values diversity and inclusion. When individuals feel a sense of belonging and see their contributions recognized, they are less likely to seek opportunities elsewhere.
• Enhanced brand reputation: Companies that are seen as diverse and inclusive are not only attractive to customers but also to potential employees. A reputation for inclusivity can set your organization apart in a competitive job market.

Challenges of diversity and inclusion

However, it's crucial to acknowledge that the path to diversity and inclusion isn't without its obstacles. Some of the challenges include:

• Unconscious bias: We all have unconscious biases, which can lead to discrimination and exclusion. These biases are often deeply ingrained and require conscious effort to address.
• Communication barriers: Language and cultural differences can create communication challenges within diverse teams. Effective cross-cultural communication is key to breaking down these barriers.
• Power dynamics: People from different backgrounds may have varying levels of power and privilege. Navigating these dynamics can be complex and requires a commitment to creating an inclusive environment.
• Fear of change: Change can be intimidating, and some individuals may resist diversity and inclusion efforts out of fear or discomfort. It's essential to provide education and support to address these concerns.

Overcoming the challenges

To overcome these challenges, organizations can take proactive steps:

• Provide training and education on unconscious bias: Awareness is the first step towards change. Training programs can help individuals recognize their biases and take steps to mitigate them.
• Create opportunities for cross-cultural communication and collaboration: Encourage employees to learn from each other and build relationships across different backgrounds. This can foster mutual understanding and respect.
• Implement policies and procedures that promote equity and inclusion: Diversity recruiting, anti-discrimination policies, and unconscious bias training for managers are just a few examples of measures that can promote equity and inclusion.
• Create a culture of respect and inclusion: Valuing all employees for their unique contributions and creating a workplace where everyone feels safe and welcome is at the core of diversity and inclusion efforts.

By understanding both the remarkable benefits and complex challenges of diversity and inclusion, organizations can take concrete steps to create a workplace where everyone has the opportunity to thrive.

How to structure an effective diversity and inclusion presentation

Creating an impactful diversity and inclusion presentation is like sculpting a work of art – it requires careful planning, skill, and a deep understanding of your audience. A well-structured presentation can make all the difference in conveying your message effectively.

Here's a comprehensive breakdown of how to structure your diversity and inclusion presentation, inspired by best practices:

1. Start with a compelling introduction:

Begin with a captivating hook that grabs your audience's attention. Share a real-life story, a compelling statistic, or a thought-provoking quote related to diversity and inclusion. Make your audience curious and eager to learn more.

2. Define key terms:

Clear communication is essential. Start by defining essential terms like diversity, inclusion, equity, and belonging. Ensure that your audience comprehends these concepts from the get-go. Provide real-world examples to illustrate each term.

3. Discuss the benefits of diversity and inclusion:

Delve into the many advantages of embracing diversity and inclusion in the workplace. Explain how diverse teams lead to improved decision-making, increased creativity, heightened productivity, and enhanced financial performance. Use real-life case studies or success stories to underscore your points.

4. Identify the challenges of diversity and inclusion:

Honesty is key when addressing the challenges organizations may face in promoting diversity and inclusion. Acknowledge issues such as unconscious bias, communication barriers, power dynamics, and the fear of change. Relate these challenges to real-world scenarios to make them relatable to your audience.

5. Offer solutions to the challenges:

Transition smoothly from discussing challenges to presenting actionable solutions. Share strategies and best practices that organizations can implement to overcome these obstacles. Emphasize the importance of unconscious bias training, cross-cultural communication, diversity recruiting, and the creation of inclusive policies.

6. End with a compelling call to Action:

Leave a lasting impression by concluding your presentation with a strong call to action. Encourage your audience to take concrete steps towards promoting diversity and inclusion in their workplaces or communities. This could include further education, engagement in diversity initiatives, or supporting organizations dedicated to diversity and inclusion efforts.

When delivering your presentation, remember to incorporate visuals, stories, and real-world examples to engage your audience and make your message memorable. Be prepared to answer questions and be open to feedback. Maintain a respectful and positive tone throughout, avoiding stereotypes or generalizations.

Finally, remain optimistic about the future of diversity and inclusion, and convey that positivity to your audience. By following this structured approach, your diversity and inclusion presentation will undoubtedly make a lasting impact.

Do’s and don'ts on a diversity and inclusion presentation

Now, let's explore some do's and don'ts when creating diversity and inclusion presentations:

• Embrace diversity in your organization.
• Celebrate differences and promote acceptance.
• Value the contribution of every team member.
• Promote a culture of equality and fairness.
• Use diverse templates and designs to emphasize your message.

Don't:

• Use discriminatory language or behavior.
• Rely on stereotypes.
• Exclude anyone from the conversation.
• Neglect to emphasize the value of diversity.
• Use slang or phrases that may be offensive or exclusionary.

Summarizing key takeaways

• Diversity includes differences like race and gender.
• Inclusion fosters a respectful environment.
• Better decision-making, creativity, and satisfaction.
• Stronger results and reduced turnover.
• Unconscious bias and communication barriers.
• Bias training and inclusive policies.
• Respect and a culture of inclusion.
• Start strong, define key terms, discuss benefits and challenges, and end with a call to action.

Inclusivity is not just a checkbox; it's a principle that should be ingrained in every aspect of your organization. When you emphasize diversity and inclusion, you empower your employees to speak clearly and slowly, fostering an environment where everyone can thrive.

1. What should I consider to ensure accessibility for audience members with disabilities?

To ensure your presentation is accessible to all, consider using sufficient contrast in your slides, and you can even use a blindness simulator tool to check. Additionally, avoid flash animations, as they can be problematic for individuals with epilepsy or migraine.

2. How can I eliminate discriminatory behavior in my corporate presentations?

Inclusive leadership plays a vital role in eliminating discriminatory behavior in corporate settings. Leaders should aim for ongoing integration of diversity and inclusion principles into the workplace culture to make a difference.

3. How can I make sure my slides represent a variety of backgrounds and ethnicities?

When crafting your presentation, aim to include images, icons, and charts that are representative of diverse backgrounds and ethnicities. This promotes a more inclusive visual experience.

4. What is the outcome of using inclusive leadership principles in corporate presentations?

The outcome of implementing inclusive leadership in corporate presentations is improved retention and recruitment. Inclusive leaders create an environment where individuals from all backgrounds feel valued and motivated to stay, and this attracts new talent.

Here is a guide on recruitment presentation .

5. Why is it essential to aim for ongoing integration of diversity and inclusion principles in presentations?

Ongoing integration ensures that diversity and inclusion become ingrained in the culture of your organization. This commitment helps to eliminate discriminatory behavior and fosters an environment where everyone can thrive.

Create your diversity and inclusion presentation with Prezent

Now that you're equipped with knowledge and best practices, it's time to take action. Crafting a powerful diversity and inclusion presentation has never been easier with Prezent. In today's world, embracing inclusion isn't just a choice; it's a necessity for organizations to thrive.

By using Prezent to create effective diversity and inclusion presentations, you're not just delivering information; you're promoting a culture of acceptance and innovation. Remember, diversity is our strength, and inclusion is our path to excellence.

So, take the lead, empower your team, and make a meaningful difference!

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Creating Compelling DEI Powerpoint Presentations

• Last updated on March 21, 2024

Diversity, Equity, and Inclusion (DEI) are the key elements to creating workplaces that are not only productive but also cordial and creative. This guide is full of insights and tools that will help you communicate DEI principles in the best way possible using PowerPoint, which can be a platform for impact and understanding.

The significance of DEI in the creation of inclusionary workplaces

The importance of DEI in creating welcoming workplaces is manifold: – Enhanced performance and innovation: DEI-oriented companies that become a part of this trend can innovate and outperform their competitors. Diversity in teams offers a range of views, resulting in better decision-making and the ability to innovate. – Attracting and retaining talent: A company with the DEI culture is more likely to get a wider range of candidates and hold the employees who are treated as equal and have their unique contributions valued. That is very important in a fiercely competitive talent market where employees pick the employer with the best DEI policy. – Reflecting and understanding the market: A diverse workforce can more adequately mirror the different demographics of the market and, therefore, better understand and get to know the customer’s preferences and needs. This can thus boost customer satisfaction and loyalty. – Improving employee satisfaction and engagement: The companies that are committed to DEI are most likely to witness an increase in employee morale, satisfaction, and engagement. When people experience respect and a sense of belonging, they are more likely to be motivated and dedicated to the organization’s goals and values.

The ABCs of DEI: the content your slides should include

When crafting a DEI presentation, starting with a solid understanding of the core concepts: Diversity, Equal Opportunity, and Inclusion is crucial. Here’s how to break these down in your slides in a manner that’s both clear and engaging:

• Diversity: Point out that the variety of human differences within your organization is huge and includes ethnicity, gender, age, national origin, disability, sexual orientation, education, and religion. Include visuals and statistics to demonstrate diversity. This could be illustrated by showing that diverse teams are 87% better at making decisions.
• Equity: Talk about the difference between equity and equality and how it is necessary to be fair and give access to everyone and opportunity for advancement. Give an example or a case study on how equity practices can lead to a more involved and productive workforce.
• Inclusion: Tell them that inclusion is about creating an environment where all employees are valued and can make their best contribution and creating a culture where everyone is happy and engaged. Add quotes or testimonials from employees about what the inclusion means to them and how it improves their experience at work.

Tips for engaging presentations

• Make the language simple and understandable to differentiate your message even for a broad audience.
• You can use interactive elements like polls, Q&A sessions, and other forms of engagement to make your audience participate actively.
• Visuals should be diverse – from people to experiences – to portray an accurate image of society.

DEI slide deck construction cards

Development of the DEI slide deck goes beyond just putting the idea into a structured format. It is the art of creating a story that appeals to the audience and makes them take note of the message. Here’s what to include:

Introduction to DEI: Start with the introduction, illustrating the importance of DEI for your organization. Data can be powerful in underscoring the benefits like better performance, innovation, and employee satisfaction.

DEI goals: Specifically, determine the purpose of your DEI initiatives and what your organization aims to achieve with them. Whether it’s ensuring representation at all levels, improving equity in promotion practices, or creating a more inclusive workplace culture, these should be specific and measurable goals.

Benefits of DEI: Incorporate slides to explain how DEI promotes employee well-being and contributes to the organization’s success. Use studies and statistics showing how DEI leads to positive organizational results, like higher revenue and better decision-making. Examples of inclusive practices: Illustrate by giving instances that occurred in your organization or from other companies. This could include mentorship programs, prejudice training, or a flexible work regime. DEI action plan: Give your organization’s DEI goals in detail and say what steps are taken or planned for their achievement. Thus, it may include the timelines, specific initiatives, and who is responsible for them.

Designing inclusive slides

–  Provide adequate information for all people, including those with disabilities, by making your slides accessible. Select large, clear fonts, high-contrast colors, and alt text for images. – Language should be inclusive and understandable to all, without the use of jargon that might confuse the diverse backgrounds of your audience. – Integrate diversified pictures that represent different cultures, identities, and experiences to emphasize the dedication to diversity. Following the above tips, you can develop a DEI PowerPoint presentation that educates and stimulates action to realize a more inclusive and equal workplace.

How to customize a DEI PowerPoint presentation

The free DEI PowerPoint template is a great kick-start for creating a presentation that will send the message about the significance of diversity, equality, and inclusion in the workplace. Here’s a step-by-step guide to customizing these templates to suit your organization’s specific needs: Here’s a step-by-step guide to customizing these templates to suit your organization’s specific needs: 1. Select a template: Selecting an engaging and well-rounded PowerPoint template with a variety of layout options is an important factor to consider. Search for templates that include sections on what DEI means, why it is necessary, what it aims to accomplish, and what action plans there are. 2. Customize the design: Customize the template to connect with your company’s brand, incorporating colors, fonts, and logos. This will make the audience to feel like they are part of the organization and will also help the presentation to achieve its goals. 3. Modify content: Adapt the existing text’s content to include specific goals, initiatives, and success stories related to DEI. Make sure that the data and examples used are relevant and current, they should be a reflection of the recent DEI trends and research. 4. Incorporate interactive elements: Involve the audience by including polls, quizzes or Q&A sessions in an interactive format. This creates a dialogue instead of a monologue, encouraging more participation and interaction. 5. Review for accessibility: Make sure that your presentation can be understood by all the audience members including those who have any disabilities. Use readable fonts and contrasting colors, and put alt texts for images. 6. Practice your delivery: Rehearse your speech properly before the presentation to achieve a smooth flow. Emphasize conveying your message in a way that is full of enthusiasm and clarity and, at the same time, sensitive to DEI issues.

These presentations are not just about information transfer; they are a plea for all the organization’s members to play their part in achieving a more inclusive and equal workplace environment. They are a crucial turning point on the way to implementing the full scope of your DEI strategy, which reflects your dedication to creating an environment where everyone feels respected, valued, and capable of performing at their best.

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A Complete Guide to Diversity & Inclusion Training for Corporate Employees With Training Material Included [Free PDF Attached]

Madhusheel Arora

In nature, diversity is the order of the day. Plants and animals embrace diversity in all its glory and celebrate it with zest, enthusiasm, and complete acceptance.

We, humans, are not that lucky or accepting, especially in the way we run our businesses. The enterprises might be as diverse as steel-making to manufacturing paper, but within these, Diversity and Inclusion (D&I) are not anywhere near-perfect.

Click here to get complete access to the comprehensive Diversity and Inclusion deck

Businesses want the world to be their playground and target diverse markets, but resist the inclusion of diversity in their ranks.

Our complete course on D&I is designed to sensitize the workforce to embrace Diversity. The trainer can download this comprehensive presentation deck to get the most well-researched content, fortified with impactful designs to deliver a powerful training experience.

The comprehensive course — with training material included — is also the most credible, relevant resource available online to a query on how to conduct D&I training. The course is structured across eight sessions, which are:

D&I: Working on beliefs, attitudes, and behavior

We start with ‘Bias Acknowledgment’ as Session 1 . Without this realization, one fails to spot biases that actually necessitate the study of D&I. The well-researched exercises in the session underline the relevance of D&I as a business concern that must be addressed. The goal is to bring about a positive mindset change as trainees undergo a rigorous intellectual shake-up.

The in-depth, one-of-its-kind course also touches upon the three devils that plague businesses’ efforts towards D&I. The trainer helps participants identify and deal with Stereotypes, Prejudice, and Discrimination in Session II . The approach remains practical with trainees encouraged to subject themselves to rigorous introspection on discriminatory behavior.

Types of biases and specific, unique strategies to deal with each are presented in Session III . Our 26-slide Session IV on ‘Bias Formation’ allows the trainer to take trainees on an investigation to find the causes of bias.

Session V builds upon the previous four sessions and introduces trainees to the concept of ‘Understanding’. The idea of Understanding is seen through the prism of Diversity, Inclusion, Belonging, and Equality and Equity (DIBE). The much-confused concepts of Equality and Equity are explained in a fresh, dynamic way. Here, the trainer also gets the chance to discuss the six-question approach to understand culture.

In Session VI , we list out how the Lack of D&I Practices Impact Businesses. The Starbucks Racial Incident of 2018 is covered to illustrate how quickly matters escalate out of control, when D&I is not a part of the organization DNA.

Our penultimate session talks about the salient features of D&I Policy for Inclusive Leadership. The trainer gets to share the six key traits of an Inclusive Leader.

We conclude our content repository with D&I Policies for Employees and Diversity Council, the title of Session VIII . This session opens with the hashtag of #Leave No One Behind as the first slide. This is a customable session, where the trainer can key-in the purpose and the scope of D&I Policy that the corporation wants to implement.

All sessions end with three key indicators of trainees’ involvement in the training. These are:

• Key Takeaways
• Let’s Discuss
• Let’s Test What We Have Learnt

The guide also includes Bonus Material in the form of an Appendix of D&I Activity Calendar, Posters and Mailers. The master slide of the icons used is also provided.

*************************************

The preview

SESSION I: BIAS ACKNOWLEDGEMENT

Where it all starts

The key learning outcome of Session I is that trainees gain an awareness of how their personal biases influence decision-making.

Experts testify that even though we are not consciously aware of biases that we cultivate, these reflect in our behavior. Biases are like sugar-heavy drinks, giving us the energy and the capability to make quick, off-the-cuff decisions. These are palpable to all, except the person exhibiting the bias.

Session I is designed to help trainees see the problem and its many manifestations. The trainer is provided the required resources to tackle the issue head-on. The first exercise is a picture puzzle, where the trainer can demonstrate that how the ‘mere appearance of an individual’ is a source of great bias. If unchecked, this can be a source of great grief or delirious happiness.

Another pictorial exercise lets the existence of bias sink in further.

Thought-provoking, open-ended questions add to the increasing clarity among trainees on the concept of bias. An activity, Completing the Wheel, lets the trainer and trainees interact as they resolve the issue of bias. Finally, a consensus may or may not emerge, but the entire training effort has made its point.

The Circle of Trust activity is also a must-do for better understanding of bias.

The self-reflective questionnaire on Unconscious Prejudice brings out each trainee’s ‘uniquely-placed’ bias across race, gender, sexuality, weight etc. This session offers links to take Harvard University’s bias test, also known as the Implicit Association Test.

Next, our session offers datapoints and empirical evidence to help the trainer build a strong business case for the elimination of bias.

These include a CNBC study, which shows that the color of your skin sets you up for 33% lower hourly pay in the US.

Some penalty, this, for the way God made you. For those on the other side of the divide, the same facts should be taken as a lottery, but are taken as rightful entitlement. Trainers who download this pioneering course may use this as a discussion point. This may spark a heated debate, but will add real value to the learning from the path-breaking course.

SESSION II: STEREOTYPE, PREJUDICE, DISCRIMINATION

The key learning outcome of Session II is that trainees can let go of personal discriminatory behavior, if any, when armed with the correct tools. They are also given an understanding of how such discriminatory behavior is the result of unchecked stereotypes and prejudices. The session also lists out preventive measures and Memes to drive home the point.

The hands-on session puts the spotlight on the actual tackling of stereotypes and prejudices in day-to-day work situations. Before doing this, the course design, backed by tons of research, ensures that everyone in the hall grasps the three concepts.

Of several actionable takeaways from the session, the one that the trainers may try and drill into the trainees is that workplace discrimination leads to poor employee engagement and satisfaction. A brand, built painstakingly over decades, might just evaporate overnight if managers and agenda-setters in business fail to up their guard against stereotypes, prejudices and discrimination.

SESSION III: TYPES OF BIASES

The key learning outcome of Session III is to ensure that trainees learn to identify multiple types of biases (those tempting and seductive sugary drinks mentioned earlier). The trainee also learns that biases have disproportionate results. Here, small problems mean a major catastrophe.

The session brings trainees up to speed on the 11 types of biases that lower productivity or trap businesses to take sub-optimal decisions, especially during recruitment. The session concerns itself with the two big HOWs on each of the biases listed; its impact on the workplace and how to control biases from running riot?

The session helps the trainer answer another HOW on the process through which stereotypes result into biased judgments in the selection process. The integrated course content across all eight sessions mean that such backward and forward linkages are frequent and help in better retention, and hopefully, a change in behavior.

The session ends with a seven-question slide that seeks detailed responses from trainees on how biases have affected them.

SESSION IV: REASONS BEHIND BIAS FORMATION

The key learning of the relatively short Session IV is to ensure that trainees become mindful of the reasons that lead to bias formation. The trainer has been given the straightforward job of listing out the causes that, fundamentally, are beyond anybody’s control.

The session emphasizes that Cultural Conditioning, is amenable, somewhat to human will and effort. The five-step process is explained in detail to identify stages where the trainer may suggest remedial action and prevent the formation of biases

At this stage in the course, the trainer may also put forward the pretty mature, if shocking, claim. He/she can confidently claim that a person’s background, his life experiences make his/her story. The Cultural Conditioning process, then, ends with the punchline of ‘Our Life Story Creates our Biases’.

The session digs deep into our physiology and brain functioning. It ekes out the conclusion that biases are needed as a survival mechanism, but we humans have, effectively, given it far too much power over us.

SESSION V: UNDERSTANDING DIBE (DIVERSITY, INCLUSION, BELONGING AND EQUITY

The key learning outcome of Session V is that D&I and Equity lead to Achievement of Excellence across organisations. The credo for businesses seeking to achieve excellence is also listed out, which is that ‘Every Individual is provided with similar opportunity to achieve their full potential’.

Business and organizations that catch this insight from our result-oriented guide can aim to be integrated, engaged and empowered. We illustrate the DIBE through our three Olympic rings; it is indeed an Olympian effort to tackle D&I.

The trainer then takes up another how on the impact of DIBE on business, and its benefits.

The six-step approach to acceptance of diversity is designed to ensure that the complete overhaul of the organisation is carried out. The trainees can have a deadline for each of the steps, if the group decides.

The path-breaking course is intended to result in better and more business. The idea of a ‘Varied Person’ is also discussed.

The Four-Dimensions Approach to Diversity highlights the way the concept is perceived with the individual personality, at the Centre. Hofstede’s Cultural Dimensions Theory is presented in an innovative manner to add intellectual heft to the session.

The trainer then ends with the idea of how to inculcate Belonging at the workplace, as an integration (not addition) of Diversity, Inclusion, and Equity. The gold-standard course also represents the ideas of Equality and Equity in a wonderfully-done visual explanation.

Session VI: LACK OF D&I PRACTICES AND THEIR IMPACT ON BUSINESS

The key learning outcome of Session VI is that the immediate impact of lack of D&I in an organization is akin to a major earthquake. Rebuilding is massively expensive and brands lose credibility and may even have to rethink how they offer value.

The idea is for the trainer to really push for positive D&I as a permanent facet of businesses with a case study.

The long-term impact on business due to lack of D&I practices is discussed from a 360-degree perspective. It is illustrated, with example, of what happens when businesses go ‘tone-deaf’ in terms of products and services they offer.

At this stage, the trainer has a slide that talks about the Impact of Good D&I in business. Of the six major benefits on the slide, the trainer may prefer to discuss a couple in detail. The session also throws up questions that engage the trainees, helping them master D&I in both theory and practice.

The session ends with questions that spur action on issues like the formation of a Diversity Task Force. The trainer may give some time to the trainees to come up with ideas to foster D&I into their workplace.

As the issue concerns policy, the leadership team of businesses have to be convinced of the efficacy of D&I. This is what the course guide dwells upon in Section VII.

SECTION VII: D&I POLICY FOR INCLUSIVE LEADERSHIP

The key learning outcome of Session VII is to see how complete commitment to an inclusive D&I creates its own brand of leadership. The trainer is invited, and offers resources, to dig deep into Inclusive Leadership and hope that some of the trainees can cotton on to some of these.

Next up, our course offers behavior pattern that Inclusive Leaders have to get used to measure up to the challenge of driving performance in the business set-up. The session offers expected outcomes in situations of both High and Low Diversity. Moving the boundary is an idea that the trainer and the trainees can take home and reflect upon, at leisure.

The session creates a fertile ground for change with a study sourced from Deloittee that tracks the exponential growth of companies that focus on Inclusive Leadership.

SESSION VIII: D&I POLICIES FOR EMPLOYEES AND DIVERSITY COUNCIL

In today’s online world, the hashtag that business have to follow has to be #Leave No One Behind, be it customers or the staff. The key learning outcome of Session VIII is that it is possible to breathe life into the workplace poster, ALL ARE WELCOME. D&I is workable and indeed, desirable.

A bonus learning for top management is that it is indeed worth allocating your manpower to introduce, track and then actually measure D&I’s productive impact. At this stage, it is not something that you can put on account books and measure against cost. The punch, however, is that D&I gives you the option to do three things:

• Act as a source of competitive advantage
• Recognize inappropriate conduct with speed, before it harms the business
• Transform the process of recruitment

For the trainer, the trainer lists the way in which business defines its D&I Policy and its purpose in their specific and unique context. A standard, well-working policy statement and requirements is provided. The policy inclusions and managers’ responsibilities towards these are delineated. It is also to declared that the organization is an Equal Opportunity Organization.

As a process to internalize D&I, the process of Employee Resource Groups (ERGs) is explained in detail with a slide devoted to its benefits. The trainer also gets to familiarize trainees with special accommodation requirements of specific diverse groups.

The end-game in the session is about Diversity Council formation, which the CEO is generally mandated to lead. Its ingredients for success are listed out to increase the chances of success. The uniquely-designed Responsible, Accountable, Consulted and Informed (RACI) matrix for each hierarchy level in the Diversity Council is introduced as a tool to measure results.

Download the free Diversity & Inclusion PDF .

Related posts:

• Top 10 Courses on D&I That Every Organization Should Have All Employees Sign up For
• Diversity and Inclusion Training: Top 10 Courses to Go From Knowledge to Practice
• How to Make People Aware of Their Bias?
• [Updated 2023] Top 20 Diversity and Inclusion PowerPoint Templates to Celebrate Differences & Drive Innovation!

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5 Strategies to Infuse D&I into Your Organization

• David Lancefield

One-off initiatives aren’t enough.

There’s widespread agreement on the need to improve diversity and inclusion in the workplace. But it’s not easy to deliver on the promises made. It’s time to adopt a more systematic, coherent approach to D&I. The authors offer five strategies for making more progress and creating a more representative, fair, and high-performing workforce. First, ensure the CEO positions themselves as the top champion for D&I efforts. Second, center D&I in your business strategy. Third, hold executive leaders accountable for D&I outcomes. Fourth, mitigate implicit bias at the systemic level. Finally, pivot from diversity training to leadership development coaching.

There is broad agreement that diverse and inclusive workplaces are a good thing. These environments value all employees’ contributions and reflect the demographic characteristics of the available labor force.

Put most simply, it’s the right thing to do. Additionally, diverse and inclusive companies find and nurture the best talent , increase employee engagement , and improve customer willingness to buy.

But there is a long way to go. The killing of George Floyd in May 2020 was a clarifying catalyst that helped business leaders see the enormous inequities that have always existed. A year later, stakeholders (including current and prospective employees and customers) want to know if companies have lived up to the big promises they made last summer.

Opportunities for Midsize Businesses in 2021

Historically, people of color have faced the following vast disparities in the workplace:

Lower-than-expected hiring rates . White job applicants tend to receive more callbacks than equally qualified applicants of other races. Hiring rates (the number of hires as a percentage of the total number of candidates) for Black and Hispanic Americans did not improve between 1990 and 2015.

Lower-than-expected representation in white-collar and leadership jobs. People of color are overrepresented in lower-paying jobs and underrepresented in top leadership roles. Asian Americans and Pacific Islanders (AAPI) are the least likely to be promoted to management and executive levels in Silicon Valley high-tech jobs compared to other groups. A total of 21 Black Americans have held Fortune 500 CEO positions, including the five who currently hold the top spot. Although the number of Hispanic Fortune 500 CEOs is increasing, they still represent less than 4% of those 500 CEO slots. There are no Black chairs, CEOs, or CFOs of companies in the FTSE-100 .

Negative day-to-day experiences at work. Employees of color consistently report less-positive experiences at work than their white colleagues. About 31% percent of AAPI employees and 25% of Hispanic and Black employees experience stereotypes and bias at work. Black employees say they’re treated less fairly and get less support to advance. Black female employees feel less valued and less respected than employees of other races and ethnicities.

During 2020 and so far in 2021, many companies, including McDonald’s , Microsoft , Boeing, and Best Buy, made pledges to improve diversity hiring practices and introduce diversity and inclusion (D&I) training. The hiring of D&I professionals in general spiked, too; more than 60 U.S. companies appointed their first-ever chief diversity officer (CDO).

However, much of this work has not yet taken root. In one recent survey , 93% of leaders agreed that the D&I agenda is a top priority, but only 34% believed that it’s a strength in their workplace. In another survey , 80% of HR professionals viewed companies as  “going through the motions.” In other words, they didn’t notice any significant positive impact from the organizations’ actions. Another survey revealed that while 78% of Black professionals believe senior leaders’ D&I efforts are well-intentioned, 40% hear more talk than action and have not noticed material changes to policies or culture. Meanwhile, many CDOs leave their roles because of a lack of strategic, financial, and political support.

It’s time for a new approach

Boards and CEOs are facing more pressure from investors to deliver on their D&I promises. Several asset managers, including New York City Employees’ Retirement System and Black Rock, have asked corporations to release their workforce gender, racial, and ethnic composition data as a way to incentivize change.

One-off D&I “initiatives” do not effectively address these long-standing disparities. Instead, leaders should infuse D&I throughout their organizations. Based on our experience and research, we have developed five strategies that can turn D&I into an improved employee experience and a strategic advantage for the enterprise.

Ensure the CEO positions themselves as the top champion for D&I efforts

The CEO needs to take a public stance, embed D&I in the organization’s purpose, exemplify the culture, and take responsibility for progress toward goals. They need to be out front, even if a CDO is part of the team.

PwC’s U.S. chairman, Tim Ryan, has been an exemplar for at least five years. He co-founded CEO Action for Diversity and Inclusion after police shootings in the summer of 2016 to spur business executives to collective action on D&I. The publication of PwC’s workforce diversity data in 2020 revealed that women and people of color are underrepresented, especially at senior levels, showing that even the most dedicated companies still have a lot of D&I work to do.

Nielsen’s CEO, David Kenny, added the CDO title to his leadership portfolio in 2018 so he could “ set hard targets for ourselves and make those transparent to our board and measure them like we measure other outcomes like financial results.” He relinquished that title to a new CDO in March 2020, noting the D&I progress his team had already made.

If you’re a board member, you have an essential role to play in D&I governance. You should make sure there is action and change that employees can see and feel. You should be asking your CEO questions about:

• The current experience and representation of non-white groups.
• Their leadership on the D&I strategy and goals.
• Their visibility to employees and the community regarding these matters.
• The progress the company is making on D&I goals.

You should also evaluate the impact, stance, and activities of new CEO candidates in their previous roles and their D&I ambitions and plans should they be appointed.

Center diversity and inclusion in the business strategy

D&I is far more than an “HR issue.” It should be a core ingredient in the design and execution of business strategy and embedded in the activities of the organization day in, day out. Increasing the number of non-white individuals involved in the strategy process will help develop a core purpose that better reflects a broader group of customers and employees. It also gives the organization more opportunities and places to succeed.

Alex Gorsky, chair and CEO of Johnson & Johnson, who has put D&I at the center of his pursuit of sustainable competitive advantage, said , “The best innovations can only come if our people reflect the world’s full diversity of individuals, opinions, and approaches.” A diverse design group is more likely to create products and services that work for a diverse clientele, avoiding biased assumptions, generalizations, or shortcuts. When organizations test products and services on a diverse group of potential clients and employees, it’s easier to identify the variations necessary to enhance the adoption of the final offering. And, when a company has an enterprise-wide D&I strategy, leaders can use it to guide the selection of operating ecosystem partners that are aligned with its D&I intentions.

Channel 4 , the UK television company, announced a strategy “to shift focus to authentic portrayal and representation, allowing audiences to recognize themselves on-screen.” This effort even extended to “helping (its) partners and suppliers become more confident in inclusion and diversity” by providing a written guide to employing people with disabilities. In addition, CEO Alex Mahon set out six commitments to anti-racism that focused on on-screen talent, content, business model (advertising), supply chain, and overall workforce. She told David:

Channel 4 is unique because we have the principle of diversity written into our remit by Parliament. We don’t only pursue diversity and inclusion because of the remit, or because it’s the right thing to do, we also do it because we know it makes us a better business. We find — delightfully — that it brings us genuine competitive advantage: We attract and retain people of creative and commercial brilliance through our creative freedoms and audiences seek out our independent voice and noisy content.

As an illustration of this approach, Channel 4 announced plans for “Black To Front,” a day this coming September where its entire programming schedule will highlight Black talent, both behind and in front of the camera.

Hold executive leaders accountable for driving D&I outcomes

John Doerr opined in his book Measure What Matters that “Ideas are easy. Execution is everything.” Organizations can use his objectives and key results (OKRs) concept to encourage and incentivize meaningful D&I outcomes.

Give each functional leader and business unit leader formal accountability for achieving two sets of D&I results in their part of the business: diversity results that focus on representation (such as hiring, promotion, and mobility outcomes) and inclusion results that focus on day-to-day experience (such as employee engagement, equity, and psychological safety outcomes). Many large employers, including Starbucks and McDonald’s, are already working on defining key performance indicators for D&I. BBC Director-General Tim Davie has stipulated that each leader’s performance and progress will be assessed based on gender, ethnicity, disability, and LGBTQ+ equity goals.

Make sure to give those accountable business leaders access to best-practice organizational development, talent development, and D&I resources to help them achieve these OKRs, in partnership with the CDO and chief human resources officer (CHRO). All of this has to be considered a fundamental part of the day job, not an “out-of-hours” activity — executive leaders must provide the requisite time and resources to get the job done. Finally,  executives must establish how they will reinforce desired leader behavior and what consequences they will introduce when outcomes don’t align with the stated goals.

Mitigate implicit bias at the systemic level

Calvin Lai ’s research indicates that organizations should focus on mitigating systemic bias embedded in talent management and other decision-making processes rather than focusing primarily on eliminating individual bias.

Many hiring, selection, and career mobility processes operate in ways that could unintentionally increase bias. For example:

• Recruiters only advertise jobs to a narrow range of potential candidates or only reach out to certain schools and universities.
• Hiring managers use selection criteria that don’t relate to performance on the job, such as automatically ranking employee referrals higher than other candidates.
• Managers give high-visibility work only to in-group team members and promotions to those who “know somebody.”
• Managers don’t select people of color for client-facing or revenue-generating jobs that can lead to C-suite roles.

To address these biases, undertake a thorough investigation of talent management policies and processes to understand which ones limit opportunity. Then identify what leaders, managers, human resources, and D&I professionals should stop, change, or redesign.

Pivot from diversity training to leadership development coaching

One-shot diversity training programs that focus solely on reducing implicit bias do not typically result in sustained behavior change . Instead, diversity training is most effective when it’s part of an enterprise-wide strategic approach, includes both awareness and skills development, and is conducted over time.

It’s also essential to focus on coaching managers to enhance their relationships with those they lead since the most significant driver of employee engagement is manager behavior. Organizations can train managers to personalize their interactions with their teams so that they’re more likely to create psychological safety and make equitable decisions regarding the processes they control, including pay , performance measurement , promotions , and work assignments .

These new leadership behaviors should positively impact employee engagement, equity, and psychological safety, which leaders can then measure, track, and incentivize using the OKR approach.

There’s widespread agreement on the need to improve diversity and inclusion in the workplace. But it’s not easy to deliver on the promises made. It’s time to adopt a more systematic, coherent approach. By following these five strategies, leaders can make more progress and create a more representative, fair, and high-performing workforce.

• Gena Cox , PhD, is an organizational psychologist, leadership strategist, and professional speaker. She advises executive leaders who are  redefining  the role they play in driving diversity and inclusion strategy. Her book on the subject will be published in 2022. You can reach her at  Feels Human, Inc ., where you can download the Inclusion Infusion Index, or follow her on  LinkedIn .
• David Lancefield is a  catalyst, strategist, and coach  for leaders. He’s advised more than 40 CEOs and hundreds of executives, was a senior partner at Strategy&, and is a guest lecturer at the London Business School. Find him on LinkedIn (@davidclancefield) or at  davidlancefield.com , where you can sign up for his free “Mastering Big Moments”  workbook .

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If your message is about cultural or ethnic diversity, these templates can help your ideas stand out. we live in a big world, so let's highlight the importance of respect and living in peace.

Embrace Diversity Newsletter

Newsletters are a great way to share new information and announcements with people. How about using our template to create one in which you embrace diversity, as its name suggests? Apart from useful layouts and sections, there are quite a good number of illustrations of people and square shapes.

Diversity and Equality Lesson for Middle School

Talking to young people about diversity and equality is the best way to raise awareness. Therefore, if you need to prepare a class on these topics we propose this creative template with fun illustrations. It has a cream-colored background, on which we have added several colorful elements, symbolizing diversity. Also,...

International Transgender Day of Visibility

Download the "International Transgender Day of Visibility" presentation for PowerPoint or Google Slides and start impressing your audience with a creative and original design. Slidesgo templates like this one here offer the possibility to convey a concept, idea or topic in a clear, concise and visual way, by using different...

Cultural Diversity - History - Pre-K

Download the "Cultural Diversity - History - Pre-K" presentation for PowerPoint or Google Slides and create big learning experiences for the littlest students! Dynamic and adorable, this template provides the visual stimuli that Pre-K students thrive on and makes your lessons more playful and exciting — after all, Pre-K education...

Health and Wellness in Diverse Communities - French - 11th Grade

Download the "Health and Wellness in Diverse Communities - French - 11th Grade" presentation for PowerPoint or Google Slides. High school students are approaching adulthood, and therefore, this template’s design reflects the mature nature of their education. Customize the well-defined sections, integrate multimedia and interactive elements and allow space for...

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Community Service Project Proposal

Some people volunteer themselves to help their community, gathering donations, picking up trash, helping the elderly or cleaning public places. Their service is invaluable—they do it without expecting compensation! If you want to propose a volunteering project, these slides are a great canvas in which you can detail your ideas....

Non Profit Company Marketing Plan

Establishing non-profit organizations is a wonderful way to provide support and assistance to those who need it and to give back to the community. They can be focused on many different disciplines from religion and science to social and family. This template has all the elements you need to promote...

Diversity and Gender

Download the "Diversity and Gender" presentation for PowerPoint or Google Slides and prepare to receive useful information. Even though teachers are responsible for disseminating knowledge to their students, they also embarked on a learning journey since the day they decided to dedicate themselves to education. You might find this Google...

World Down Syndrome Day

Download the "World Down Syndrome Day" presentation for PowerPoint or Google Slides. Healthcare goes beyond curing patients and combating illnesses. Raising awareness about diseases, informing people about prevention methods, discussing some good practices, or even talking about a balanced diet—there are many topics related to medicine that you could be...

Health and Wellness in Diverse Communities - Spanish - 11th Grade

Download the "Health and Wellness in Diverse Communities - Spanish - 11th Grade" presentation for PowerPoint or Google Slides. High school students are approaching adulthood, and therefore, this template’s design reflects the mature nature of their education. Customize the well-defined sections, integrate multimedia and interactive elements and allow space for...

Cultural Diversity in the Classroom

Cultural diversity in the classroom can be a powerful tool for learning and growth. With this Google Slides and PowerPoint template, you can easily create a presentation that focuses on cultural diversity, highlighting the importance of inclusion and understanding. The design features a bright, welcoming color palette and graphics that...

Immigrants and Cultural Diversity

Immigrants and cultural diversity are two topics that go hand in hand, and it's essential to showcase how it enriches our society. Through this Google Slides and PPT presentation full of editable resources, you can bring to light the valuable contributions that immigrants bring to our communities. From their unique...

Health and Wellness in Diverse Communities - German - 11th Grade

Download the "Health and Wellness in Diverse Communities - German - 11th Grade" presentation for PowerPoint or Google Slides. High school students are approaching adulthood, and therefore, this template’s design reflects the mature nature of their education. Customize the well-defined sections, integrate multimedia and interactive elements and allow space for...

World Autism Awareness Day

Download the "World Autism Awareness Day" presentation for PowerPoint or Google Slides. Healthcare goes beyond curing patients and combating illnesses. Raising awareness about diseases, informing people about prevention methods, discussing some good practices, or even talking about a balanced diet—there are many topics related to medicine that you could be...

People Pattern

Do you need a very versatile presentation to talk about clients, demographics, targets, market research or any related topic? Use this cool template now. We have included a section about the International Day of Peace and feelings.

Race and Ethnicity

In today's globalized world, it is becoming increasingly important to have conversations about race and ethnicity. These conversations can be challenging, but they are vital to understanding and celebrating the diversity of our world. That's why we have created a Google Slides and PPT template that features illustrations of people...

Download the "Latinx" presentation for PowerPoint or Google Slides and start impressing your audience with a creative and original design. Slidesgo templates like this one here offer the possibility to convey a concept, idea or topic in a clear, concise and visual way, by using different graphic resources. You need...

Racial Tolerance Minitheme

The US Civil Rights Movement is world famous, but what civil rights struggles are there in other societies around the world? Even though much has already been accomplished in this respect, racial and civil rights equality are an ongoing issue with which people and societies still struggle. That’s why it’s...

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Diversity in the Workplace

Jan 02, 2020

180 likes | 285 Views

Diversity in the Workplace. Objectives. Understand why diversity awareness in the workplace is important Understand how stereotypes, prejudice, and other “isms” interfere with our understanding of and ability to work with people who are different

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• worklife4you
• valuing differences
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• differences make
• eslide p4065 worklife4you
• foreign born workers make

Presentation Transcript

eSlide - P4065 - WorkLife4You Objectives • Understand why diversity awareness in the workplace is important • Understand how stereotypes, prejudice, and other “isms” interfere with our understanding of and ability to work with people who are different • Explore strategies to prevent behaviors that are a barrier to valuing diversity in the workplace

eSlide - P4065 - WorkLife4You Approximately one in three U.S. residents is a minority Women comprise 46% of the current U.S. labor force and are projected to account for 47% by 2014 17% of today’s workforce is 55 or older; it is estimated that this may increase to 24% by the year 2020 Foreign-born workers make up 15% of the U.S. workforce 51.8% of families are dual-career families It is projected that Asian–Americans will comprise 8 % of the total population by 2050 There are 44,000 black physicians and surgeons, 79,400 postsecondary teachers, 45,200 lawyers, and 49,300 chief executives About 33% of women over age 25 attained a bachelor’s or higher degree (compared to 26% of men) Why Diversity Awareness is Important

eSlide - P4065 - WorkLife4You Diversity in the U.S. - “Fitting In” and “Standing Out” • The Melting Pot - Blend cultures and races to achieve a common identity - “Melting” together into one common American race - Value on “sameness” • The Salad Bowl - Sameness is neither ideal nor possible - Movement towards cultural pluralism - Americans are comprised of many different cultures, races

eSlide - P4065 - WorkLife4You Understanding Valuing Differences in the Global Workplace • Initially focused on single corporate culture valuing sameness • Laws passed to protect against discrimination based on differences • Understanding and valuing differences in the workplace

eSlide - P4065 - WorkLife4You Stereotypes, Prejudice, and “Isms” • Stereotypes- Fixed or conventional notions that deny individuality • Prejudice - Opinions or feelings that were preconceived or formed beforehand or without any conscious knowledge, thought, or reason • Other “Isms” - A regard for all members of a particular group as the same and in an unfavorable light

eSlide - P4065 - WorkLife4You Reducing and Eliminating Stereotypes, Prejudice, and “Isms” • Increase awareness • Examine beliefs • Educate yourself • Experience other cultures

eSlide - P4065 - WorkLife4You Interrupting Prejudice What could you say or do in the following situations to interrupt prejudice? • Another employee gathers a group of peers together and tells a dirty joke that is quite disparaging of women. • Someone comments that he/she avoids spending leisure time in the downtown area because of all the minorities. • A new employee in your group mentions that s/he lives in an area well known as a neighborhood where a lot of gays and lesbians live. Other employees in your group begin to call her/him “homo.” • When an employee says s/he is not interested in going out for a night of hard drinking with the group, other employees give him/her a hard time. • You have a new teammate who is over 50 and has snow-white hair. You overhear other employees calling him “Gramps” and asking him how someone his age can keep up with the fast-paced technological advances.

eSlide - P4065 - WorkLife4You Diversity Awareness “People and their differences make up the foundation of an organization’s ability to develop broad perspectives and to approach business problems in new and creative ways.” Barbara Walker, Valuing Differences

Let WorkLife4You Make Your Life a Little Easier! Contact WorkLife4You 24/7: 1-877-WL4-NOAA (1-877-954-6622) (TTY 800-873-1322) http://www.worklife4you.com Look for the “Already a member?” box — Not a member yet? Follow the “Register” link and enter Registration Code: NOAA 10 10

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View, manage, and install add-ins for Excel, PowerPoint, and Word

When you enable an add-in, it adds custom commands and new features to Microsoft 365 programs that help increase your productivity. Because add-ins can be used by attackers to do harm to your computer, you can use add-in security settings to help protect yourself.

Note:  This article only applies to Microsoft 365 applications running on Windows.

View installed add-ins

You can directly install add-ins from this page or select  More Add-ins  to explore.

In the Office Add-ins dialog, select  My Add-ins  tab.

Select an add-in you want to view the details for and right-click to select  Add-in details  option.

Click a heading below for more information .  

Add-in categories explained

Active Application Add-ins      Add-ins registered and currently running on your Microsoft 365 program.

Inactive Application Add-ins      These are present on your computer but not currently loaded. For example, XML schemas are active when the document that refers to them is open. Another example is the COM add-in: if a COM add-in is selected, the add-in is active. If the check box is cleared, the add-in is inactive.

Document Related Add-ins      Template files referred to by open documents.

Disabled Application Add-ins     These add-ins are automatically disabled because they are causing Microsoft 365 programs to crash.

Add-in      The title of the add-in.

Publisher      The software developer or organization responsible for creating the add-in.

Compatibility      Look here for any compatibility issues.

Location      This file path indicates where the add-in is installed on your computer.

Description This text explains the add-in function.

Note:  Microsoft Outlook has one add-in option in the Trust Center: Apply macro security settings to installed add-ins . InfoPath has no security settings for add-ins.

Permanently disable or remove an add-in

To disable or remove an add-in follow these steps:

Select  File > Get Add-ins . Alternatively, you can select  Home > Add-ins .

In the Office Add-ins dialog, select  My Add-ins  tab.

Select an add-in you want to remove and right click to select  Remove  option.

View or change add-in settings

You can see and change add-in settings in the Trust Center, descriptions of which are in the following section. Add-in security settings may have been determined by your organization so not all options may be available to change.

Select  File  >  Get Add-ins .

Select  More Add-ins > Manage My Add-ins.

Select  Trust Center  >  Trust Center Settings  >  Add-ins.

Check or uncheck the boxes you want.

Add-in settings explained

Require Application Add-ins to be signed by Trusted Publisher      Check this box to have the Trust Center check that the add-in uses a publisher's trusted signature. If the publisher's signature hasn’t been trusted, the Microsoft 365 program doesn’t load the add-in, and the Trust Bar displays a notification that the add-in has been disabled.

Disable notification for unsigned add-ins (code will remain disabled)      When you check the Require Application Extensions to be signed by Trusted Publisher box, this option is no longer grayed out. Add-ins signed by a trusted publisher are enabled, but unsigned add-ins are disabled.

Disable all Application Add-ins (may impair functionality)      Check this box if you don't trust any add-ins. All add-ins are disabled without any notification, and the other add-in boxes are grayed out.

Note:  This setting takes effect after you exit and restart your Microsoft 365 program.

While working with add-ins, you may need to learn more about digital signatures and certificates , which authenticate an add-in, and trusted publishers , the software developers who often create add-ins.

Manage and install add-ins

Use the following instruction to manage and install add-ins.

To install a new add-in:

You can directly install popular add-ins on the page or go to More Add-ins  to explore. 

Select the add-in and select  Add . Or browse by selecting  Store  tab in the Office add-in dialog to find other add-ins to install and select Add for that add-in.

To manage your add-ins:

Select  File > Get Add-ins and from the bottom, select More Add-ins.  Or select  Home  >  Add-ins > More add-ins.

In the Office dialog, select My Add-ins tab. If you are not able to see your add-ins, select  Refresh to reload your add-ins.

Select  Manage My Add-in  to manage and select  Upload to browse and add an add-in from your device.

How to cancel a purchased add-in

If you've subscribed to an add-in through the Microsoft 365 Store that you don't want to continue, you can cancel that subscription.

Open the Microsoft 365 application and go to the Home  tab of the ribbon.

Select  Add-ins  and then select  More Add-ins > My Add-ins tab   to view your existing add-ins.

Select the app you want to cancel and select  Manage My Add-ins .

Under the Payment and Billing section choose Cancel Subscription .

Select  OK and then Continue .

Once that's complete you should see a message that says "You have cancelled your app subscription" in the comments field of your apps list.

Why is my add-in crashing?

Some add-ins might not be compatible with your organization's IT department policies. If that is the case with add-ins recently installed on your Microsoft 365 program, Data Execution Prevention (DEP) will disable the add-in and the program might crash.

Learn more about DEP

Get a Microsoft 365 Add-in for Outlook

Get a Microsoft 365 Add-in for Project

Taking linked notes

If you're looking for Help on linking notes in OneNote to a Word or PowerPoint document, see Take linked notes .

Excel Windows Add-ins

If you're looking for Help on specific Excel Add-ins, such as Solver or Inquire, see Help for Excel for Windows add-ins .

If you're looking for additional help with Excel add-ins using the COM Add-ins dialog box, see Add or remove add-ins in Excel .

Get a Microsoft 365 Add-in for Excel

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