In addition to our courses such as Diversity, Inclusion and Belonging for students and faculty, we also offer multiple optional courses for our faculty and staff members who want to learn more about diversity and acquire necessary skills to practice inclusion in the classroom and beyond.
These include Managing Bias and Accommodating People with Disabilities through Vector that AU employees can access by self-registering via employee training portal. No additional access is required.
We also provide access to courses that are implemented by Vector Solutions, the leading provider of employee and student training learning management systems. Each course is research-based, highly interactive and includes useful resources for you.
You will receive an email sent to your Augusta University email account from Vector LMS regarding your login information and how to access your account. Please click the link and it will take you to the provider's website. All the courses will appear on your main page. You may pause and return to the module at any time. You will receive a certificate upon successful completion of the training.
Office of Diversity and Inclusion
Health Sciences Campus
AA-172
20 minutes
“Understanding bias in the workplace is the first step to managing it. Biases can affect our actions, which can have real impacts on people, as seen in the video on the previous page. If left unchecked, biases can create unhealthy work environments that reinforce unjust practices. Recognition, however, creates a foundation to evaluate how these attitudes shape our workplace. Topics include microaggressions at work, explicit bias, implicit bias, correspondence bias, and managing this bias.”
20 minutes
“Using real case reviews, case studies of real-world situations, and role playing, supervisors and employees will be better prepared to recognize protected individuals, respond to requests for accommodation, engage in the interactive process, and avoid common mistakes."
20 minutes
“Safe Zone trainings are opportunities to learn about LGBTQIA+ identities, gender and sexuality, and examine prejudice, assumptions, and privilege. This is a free online resource for powerful, effective LGBTQIA+ awareness and ally training workshops.”
20 minutes
“This course explores power, communication, identity, and privilege through the unique experiences of real people. The course will help you think about the importance of a respectful working environment and the barriers that prevent full participation.”
36 minutes
“Practicing allyship is an important and rewarding endeavor. As an ally, you can develop new relationships with people who share the values of equity and inclusion. And you can make new personal and professional connections within your community. This course provides an overview of the tools needed to practice allyship. Topics include defining allyship, how to approach allyship, ways to educate yourself as an ally, ways of learning about inequality, privilege as it relates to allyship, the differences between effective and ineffective allyship; and ways to sustain ongoing allyship work.”
14 minutes
“This course defines cultural appropriation and explains how it relates to an imbalance of power dynamics and a history of oppression in the culture being appropriated. You will examine cultural appreciation and learn how to engage with diverse cultures by taking the time to listen and seek information. You will also learn how cultural appropriation can cause lasting financial, social, and emotional harm for members of marginalized cultures.”
36 minutes
“This course describes the value of a developmental network to a diversity-competent mentor. You will examine sponsorship, employee resource groups and group mentoring models, while determining the potential benefits for people in marginalized groups. Mentors will consider the benefits and pitfalls of each type of mentoring relationship and learn which models work best in a variety of situations.”
70 minutes
“If you are part of your department’s search committee and you want to use inclusive practices while hiring new employees, this course is perfect for you. You will learn skills for academic searches and hiring in the framework of diversity and inclusion.”
24 minutes
“Today, the question isn’t so much whether, but how organizational practices and policies create a culture that disproportionately affects historically minoritized groups. This course is designed to identify the ways in which prejudice may operate within an organization and provide skills for moving beyond recognition to taking action that builds and sustains inclusive culture."
43 minutes
“This course explores unconscious bias, the impact of myths and stereotypes in academia, and strategies faculty and staff can use to uncover and combat unconscious bias. Course takers will unpack myths surrounding ability, lifestyle, experience, and classroom behavior with the purpose of mitigating the impact of those myths in the school environment. The unique challenges facing LGBTQ faculty and students will be explored, along with what research says about providing support that fosters academic success and good mental health.”
25 minutes
“This course focuses on how faculty and staff define and engage with diversity, using the iceberg model to illustrate how some aspects of diversity are not readily observable. This course examines how diversity resistance, reactions to difference, assumptions, and the ladder of inference can interfere with student engagement, while providing practical strategies, such as intentional exposure to difference and the virtual circle, to support faculty and staff as they learn to engage comfortably with diversity.”
49 minutes
“This course focuses on the importance of considering impact, not intent, when engaging with identity terminology and self-identification. Microaggressions are defined and explored, with an emphasis on the impact of unchecked microaggressions as well as on strategies for recipients, senders, and bystanders who want to mitigate the harm that microaggressions cause. The course ends by discussing microaffirmations and the way they can be used to counteract the negative impact of microaggressions.”
If you have any questions, do not hesitate to email us at ODI@augusta.edu.
