CONFLICT MANAGEMENT: BUILDING MORE EFFECTIVE WORKPLACE RELATIONSHIPS THROUGH CONSCIOUS CONFLICT MANAGEMENT

Registration Deadline: March 3, 2027

The way we view people and organizations is never completely neutral: it is influenced by expectations, stereotypes, sociocultural norms, and automatic responses that can shape—often unconsciously—the way we evaluate, allocate opportunities, and make decisions. This course addresses the issue of gender equity in the workplace from a psychological and organizational perspective, exploring the role of biases and invisible barriers in the processes of evaluation, development, and professional growth.

Particular attention will be given to inclusive leadership and to everyday behaviors that can either foster or hinder participation, active listening, recognition, and a sense of belonging. The program will also provide an opportunity to reflect on the impact of language and relational dynamics, learning to recognize stereotypes, sarcasm, microaggressions, and exclusionary behaviors, and to develop more mindful ways of addressing them. Within this framework, the topics of equal pay, the gender pay gap, and pay transparency will also be introduced, linking them to the quality and transparency of organizational decision-making processes.

The goal is to raise awareness of the criteria used to assign opportunities, responsibilities, and recognition, and to promote leadership practices that foster more equitable, inclusive, and transparent work environments.

Date

March 10–11, 2027

Language

Italian

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Registration fee

Adherent Cetif

€ 1100.00 + VAT*

Non-Adherent Cetif

€1,250.00 + VAT*

*Quota per participant

Discounts and economic benefits

To whom it is addressed

Managers, HR professionals, team leaders, decision-makers, and professionals who wish to strengthen their skills in understanding and managing diversity.

The course is also recommended for those working in recruitment, assessment, development, compensation and benefits, organizational management, and diversity, equity, and inclusion.

Formative Objectives.

Understanding how stereotypes, social expectations, and gender bias can influence the way we evaluate people, assign opportunities, and make decisions in organizational settings.
Identify the main barriers—including implicit ones—that can hinder equity, participation, and professional growth.
Understanding the role of inclusive leadership in creating environments where people can feel heard, valued, and engaged.
Develop a greater awareness of the impact of language, everyday behaviors, microaggressions, and relational dynamics on the organizational climate.
Foster more inclusive leadership practices in team management, feedback, delegation, participation, and access to opportunities.
Understand the fundamental concepts related to pay equity, the gender pay gap, and pay transparency, linking them to broader processes of evaluation, development, and professional recognition.
Identify concrete actions and behaviors that can be applied in one’s professional context to foster a more equitable and inclusive organizational culture.

The format

Innovative and effective teaching techniques geared toward the transfer of knowledge and behavior through:

theoretical lectures
moments of consolidation and critical revision of content
Exercises and simulations
use case and benchmark

The Course will be held in. Dual Mode: the participant at the time of registration will be able to communicate the most convenient mode of fruition.

Course Schedule.

Sociocultural norms, stereotypes, and gender expectations: how they are formed and how they can influence organizational contexts.
Explicit and Implicit Biases: Why the Way We Judge People Isn't Completely Neutral.
Leadership and Gender: Characteristics Traditionally Associated with Men and Women, and the Influence of Social Expectations.
Bias in performance evaluation processes, the allocation of opportunities, and professional development and growth.
The Concept of Merit: When a Seemingly Objective Evaluation Can Be Influenced by Expectations, Stereotypes, and Implicit Criteria.
Visible and invisible barriers to participation and growth.
Exercise: Analyzing Organizational Situations and Creating a Bias Map.

What does inclusive leadership mean, and what role does it play in creating an equitable, respectful, and participatory environment?
Awareness of One's Own Biases as a Leadership Skill.
Inclusive leadership practices in day-to-day management: feedback, delegation, active listening, participation, and access to opportunities.
From Irony to Microaggressions: Recognizing Differences and Boundaries, and How They Can Affect Well-Being, Trust, and Collaboration.
How to address problematic behavior and foster constructive dialogue.
Workshop: Analysis of management case studies and identification of specific leadership actions that promote inclusivity and can be applied in everyday situations.

Equal Pay, the Gender Pay Gap, and Pay Transparency: General Definitions of These Concepts and Key Differences.
Mechanisms that can lead to disparities: role distribution, career paths, access to opportunities, and decision-making criteria.
Principles of transparency: clarity, consistency, accessibility, and traceability of evaluation and compensation criteria.
Analyze the key gap indicators by role, level, and function, and identify priorities for further analysis.
Perceived fairness: because what matters to people is not only the outcome of a decision, but also the way it is made and communicated.
Final Action Plan: Identifying specific behaviors and actions to promote equity and inclusion in one’s own context.