Office of Human Resources

Professional Development


The Office of Human Resources (OHR) understands that continual learning is a vital part of your employment at Xavier University.  Our course offerings provide the opportunity to strengthen job performance, build leadership capabilities, and foster personal and professional growth.

Current XLC offerings sponsored by OHR

The Office of Human Resources began a partnership with Xavier's Leadership Center in the spring of 2020 to offer a variety of courses. We are excited to share this partnerhip will continue. The Office of Human Resources will sponsor five spots for each of the sessions in which we are partnering with the XLC. The spots will be filled on a first come first serve basis. Spots are open to all faculty and staff. Faculty and staff do not have to be managers or supervisors to reserve a spot and attend. Employees are limited to two sessions. We would encourage all who are interested to review the offerings and sign up now.

Xavier Leadership Center’s programs run from 8:30 AM – 4:00 PM and take place at Cintas Center’s Schiff Center.


Office of Institutional Diversity & Inclusion and

Center for Diversity & Inclusion

Professional Development 2019-2020

  • Defeating Unconscious Bias- Five Strategies

    Unconscious bias is in the news. From Silicon Valley to Wall St. to Main St., the impact of implicit bias is real and damaging to the workplace. Bias gets in the way of making good decisions in hiring and promoting. It also has a big impact on your employees and the workplace in general. The vignettes illustrate how unconscious bias affects hiring, promoting and the functioning of a team and then demonstrates action steps to counter your personal bias. (ALL)


    Learning Objectives:

    • Become aware of the impact of unconscious biases on themselves, their colleagues, and their workplace.
    • Understand that even unconscious biases can be defeated.
    • Learn how to employ 5 practical strategies to identify and counter their own unconscious biases.

    Facilitated by Tracey DuEst

  • OUCH! That Stereotype Hurts

    • Staying silent in the face of demeaning comments, stereotypes or bias allows these attitudes and behaviors to thrive. This undermines our ability to create an inclusive workplace where all employees are welcomed, treated with respect and able to do their best work. Yet, most employees and leaders who want to speak up don't know-how. So, we say nothing. (ALL)

    Learning Objectives:

    • Understand the impact of stereotypes and biased statements, even when casually said.
    • Identify the most common reasons people sit silently in the face of bias and stereotypes.
    • Enhance skills for speaking up against stereotypes without blame or guilt.


    Facilitated by Tracey DuEst 


  • Connecting With Others – Reaching Performance Potential through Inclusion

    Instead of just introducing new concepts, this course focuses on specific competencies which create sustainable culture change around inclusion and diversity. The class goes beyond awareness and looks at five strategic skills which are necessary to connect with a wider scope of individuals – causing a marked improvement in employee engagement, customer satisfaction, and overall performance. The five disconnects and the corresponding competencies include:

    • Disconnect: Flocking– gravitating toward those with similar interests. Competency: Networking– expanding our circle with those who are different.
    • Disconnect: Cultural Naiveté– causing offense without intending to. Competency: Sensitivity– awareness of our interactions.
    • Disconnect: Monoculturalism – expecting conformity to a single approach. Competency: Calibration– adjusting for differences and altering our approach.
    • Disconnect: Pejorative Behavior– showing or tolerating overt disrespect. Competency: Advocacy– taking a stand and addressing inappropriate behavior.
    • Disconnect: Unconscious Filtering– making assumptions based on stereotypes. Competency: Positive Expectancy– assuming the best of others and acting on it.


    Learning Objectives:

    • Repairing Disconnects –A three-step process for addressing a disconnect is presented which involves: taking initiative, exploring the issues and creating cooperation to repair the problem.
    • Improving Connections –participants are asked to work together to analyze situations where they could afford to connect better with someone else. Each person creates a brief action plan that enumerates ways they can strengthen their connections.
    • Application –participants formulate specific action plans to ensure that the five competencies are put into practice in reference to employee and customer relations. (Supervisors/Managers)


    Facilitated by Tracey DuEst


    ADA On Campus: Reasonable Accommodations and Improving Access

    To retain today's’ students and employees with disabilities, proactive institutions are reframing their institutional philosophy to view disability as a part of individuals’ diverse identities. Removing administrative hurdles, so multiple offices provide access to reasonable accommodations is crucial to increasing diversity and satisfaction, benefiting the whole campus community. (ALL)

    Learning Objectives

    • Explore best practices related to access and accommodations
    • Determine your campus’ allocation of responsibilities.
    • Understand students’ privacy and right to disclose their disabilities — or not.
    • Use case studies to explore possible ADA scenarios and build practical, hands-on decision-making skills — and avoid mistakes when real cases present themselves.

    Facilitated by Cassandra Jones, Jim Hartman, and Tracey DuEst



  • Resolving the Heart of Conflict: Developing an Outward Mindset (NEW)

    An outward mindset begins with making more a more conscious effort to see and understand others—their objectives, their needs, their challenges, and their circumstances. An Outward mindset works with every situation, every function, and every organization to stop objectifying others- regardless of titles and functions because it addresses deep fundamental, philosophical issues at the heart of the conflict. It is truly honoring other peoples’ humanity and seeing their differences as assets rather than deficits.

    Learning Objectives             

      • Increase self-awareness and deep responsibility for personal mindset and its impact on others and the organization
    • Learn four tools to overcome a self-focused inward mindset and more consistently work with an others-inclusive outward mindset to improve collaboration.
      • Understand and practically apply the outward mindset concepts for improving relationships at work and home 


    Facilitated by Tracey DuEst



    Start Talking: Proactively Engaging Difficult Dialogues in the Workplace (NEW)

    What if you could give your employees the tools to engage more productively in difficult dialogues   and increase employee engagement on campus? Based on the internationally recognized field manual, Start Talking: A Handbook for Engaging Difficult Dialogues in Higher Education, this interactive workshop will offer a host of field-tested strategies for intentionally engaging in tough conversations. The handbook was developed by the Difficult Dialogue National Resource Center whose focus is “to strengthen a democratically engaged society, by advancing innovative practices in higher education that promote respectful, transformative dialogue on controversial topics and complex social issues, thereby reflecting a commitment to pluralism and academic freedom.”

    • Do you find it difficult to communicate with the members of your team?
    • Do members of your team easily become emotional and avoid conflict at all costs?
    • Is it difficult to create positive group morale because of issues with territoriality and resentment?
    • Have major projects and deadlines been threatened due to a lack of team cohesion?
    • Has your team’s productivity been undermined by members who move too quickly, too slowly, or not at all?

    Learning Objectives 

    • Engage difficult conversations successfully
      • Transform difficult conversations into opportunities for improvement and relationship building
      • Reduce hostility and interpersonal tension by using constructive communication
      • Manage differences effectively and productively


    Facilitated by Tracey DuEst



    Safer Zone Training Program

    The Ssafer Zone Training Program is a multi-part training program offered through Xavier’s Center for Diversity and Inclusion that aims to educate campus on advocacy for the LGBTQ+ community by promoting understanding, allyship, and inclusively of the whole person. Each session is 2 hours/120 minutes and should be taken in the following progression: Foundations, Society, Allyship.

    * Safer Zone sessions must be taken in the following progression: Foundations, Society, Allyship. If you have previously taken a Safer Zone training at Xavier, please email Maria Merrill to confirm which session you should begin with. 

    Safer Zone: Foundations
    The purpose of Safer Zone: Foundations is to educate the Xavier community on foundational identities, terms, and experiences related to the LGBTQ+ community.

    Safer Zone: Society 
    The purpose of Safer Zone: Society is to expand on foundational identities and terms to begin reflecting on our own perceptions of the LGBTQ+ community while identifying negative impacts of systemic systems of oppression.
    *Safer Zone: Foundations is a prerequisites to this course*

    Safer Zone: Allyship
    The purpose of Safer Zone: Allyship is to create a network of supportive allies and advocate for the LGBTQ+ community across Xavier's campus.
    *Safer Zone: Foundations and Safer Zone: Society are prerequisites to this course*