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Learning and resources
Short, self-paced courses built for DHS staff. Each course has lessons, a job aid, and sources you can check.
Curriculum II · Racial equity
Privilege does the education. Structure does the change. A continuum, not a poster.
Course 50–70 minutes · 7 lessons
Curriculum III · Community brief
Minnesota ethnography for staff practice — iceberg plus structure. Still ask this family.
70–85 minutes · 12 lessons
Curriculum I · Intercultural
Curiosity that does not end — and a form that still needs a who, data, and a date.
35–45 minutes · 4 lessons
Curriculum I · Intercultural
When a workday surprises you — notice, change a channel, or use a formal door.
35–45 minutes · 4 lessons
Curriculum I · Intercultural
Direct, indirect, expressive, restrained — notice the style in the room.
35–45 minutes · 4 lessons
Curriculum I · Intercultural
UNESCO, Bennett, and the continuum are maps. A quiz in this hub is not.
30–40 minutes · 4 lessons
Curriculum III · Access and practice
Two gates, and a person can need both — not a culture capsule.
35–45 minutes · 4 lessons
Curriculum III · Access and practice
A broker helps two systems meet — not a people, not the unpaid educator, and not the interpreter unless that is the job.
30–40 minutes · 4 lessons
Curriculum III · Access and practice
Who we serve, which languages, which vital documents, who books the interpreter, and what happens when the vendor fails.
45–55 minutes · 6 lessons
Curriculum III · Access and practice
A form only a lawyer can finish is a closed gate.
30–40 minutes · 4 lessons
Curriculum III · Access and practice
A professional — not a cousin and not the bilingual coworker from the hall. Speak to the person.
35–45 minutes · 4 lessons
Curriculum III · Access and practice
Who can use the door, the form, and the phone is already decided.
35–45 minutes · 4 lessons
Curriculum IV · Employee life cycle
EOAD when someone is harmed. A lens on the posting, panel, and 90-day before anyone has to complain.
40–50 minutes · 4 lessons
Curriculum IV · Employee life cycle
A disagreement about the work is not a civil-rights complaint — use the chair, EAP, mediation, HR, or Equal Opportunity and Access.
35–45 minutes · 4 lessons
Curriculum IV · Employee life cycle
Hear before the resignation and after — then move a gate.
35–45 minutes · 4 lessons
Curriculum IV · Employee life cycle
Read the instrument you already have as a who — not a trophy.
35–45 minutes · 4 lessons
Curriculum IV · Employee life cycle
Who is visible, who is called ready, who gets the acting assignment.
35–45 minutes · 4 lessons
Curriculum IV · Employee life cycle
Mentorship is advice. Sponsorship is a gate that opens.
35–45 minutes · 4 lessons
Curriculum IV · Employee life cycle
Coach the work. Do not score a soul.
35–45 minutes · 5 lessons
Curriculum IV · Employee life cycle
Desk, badge, buddy, probation — a design, and who each was built for.
35–45 minutes · 5 lessons
Curriculum IV · Employee life cycle
Rubric, panel, unpaid sample — identical-by-law versus sameness-as-fairness.
40–50 minutes · 5 lessons
Curriculum IV · Employee life cycle
Where we look. The same three boards is not a pool.
30–40 minutes · 5 lessons
Curriculum IV · Employee life cycle
Who can apply is decided when the job is written — essential functions, extras, and pay.
35–45 minutes · 6 lessons
Curriculum IV · Employee life cycle
Who we attract, hire, onboard, develop, sponsor, hear, and exit — and who each gate was built for.
45–60 minutes · 8 lessons
Facilitate
Open a title, keep the room on the process, and do not score anyone.
40–50 minutes · 6 lessons
Leadership practice
The agenda you set, the assignment you give, the credit you take, the repair you own.
40–50 minutes · 6 lessons
Champion workflow
Contribute, write, use the toolkit, stop for a formal door, hand off — a workflow, not unpaid race education.
35–45 minutes · 6 lessons
Leadership and systems
See the system — budget, IT, contract, hire, who writes the rule — not only the values sentence.
50–65 minutes · 7 lessons
Curriculum I · Intercultural
Notice difference without ranking it — and without pretending everyone is the same.
50–65 minutes · 8 lessons
Curriculum II · Racial equity · Lead
Posters are not culture — ordinary work is the test.
40–55 minutes · 5 lessons
Curriculum I · Intercultural
How a group hears equity as an attack — and how a supervisor keeps the process as the object.
30–40 minutes · 5 lessons
Curriculum I · Intercultural
After noticing — change the form, the hire, or the meeting.
45–60 minutes · 6 lessons
Curriculum II · Racial equity
A disparity is an observation. Discrimination is a claim. Good intentions are not the test.
45–55 minutes · 7 lessons
Curriculum II · Racial equity
Who waits, who is removed, who is hired, who is believed. Greater Minnesota is not a footnote. Tribal Nations are governments.
55–70 minutes · 8 lessons
Curriculum II · Racial equity
What the word means, what the history built, and what the evidence still shows.
80–100 minutes plus an 11-minute briefing · 10 lessons
Floor · Intercultural
Sameness-as-fairness is a work habit — not a verdict on you.
50–65 minutes · 7 lessons
Toolkit
Teach the toolkit, then use it — on a real policy, budget, hire, or IT change before the decision is locked.
35–45 minutes · 6 lessons
Disability Services
Family is not a staffing plan — ask who they want, name the unpaid work, put respite on the page.
35–45 minutes · 6 lessons
Track 9
Use the name they use. Ask who may know. Do not let a form or a family veto become the plan.
35–45 minutes · 6 lessons
Disability Services
The person you met last year may not be the person in the room today — slow down, and write it down.
35–45 minutes · 6 lessons
Track 7
Difference is not a deficit to fix — change the environment first.
35–45 minutes · 6 lessons
Disability Services
Safety that shrinks a life is not wellness — support the person to live, and still do the duty.
35–45 minutes · 6 lessons
Disability Services
Competitive, integrated work is the first and expected option — not a prize for looking ready.
35–45 minutes · 6 lessons
Leadership practice
Do not announce a change and call it leadership — bring the people who will live with it along.
35–45 minutes · 6 lessons
Leadership · Access
Lead access on purpose — in meetings, hiring, communications, and everyday DHS work.
35–45 minutes · 6 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
82–108 minutes · 13 lessons
Cultural Intelligence · Communities
A compact, practice-first guide for learning without turning people into checklists.
33–45 minutes · 6 lessons
Disability Inclusion · Foundations
Who is already in the room, what a barrier actually is, and why being present is not the same as belonging.
45–50 minutes · 4 lessons
Disability Inclusion · Foundations
Learn six ways of seeing disability, notice which one your team reaches for first, and use a barrier-removal view on a real decision.
45–55 minutes · 4 lessons
Disability Inclusion · Foundations
Choose words that describe rather than define, ask before helping, speak to the person, and handle interpreters, communication devices and service animals with confidence.
45–55 minutes · 4 lessons
Disability Inclusion · Foundations
Find the barriers hiding in rooms, documents, meetings, videos and emergency plans, and fix the ones you own before anyone has to ask.
45–55 minutes · 4 lessons
Disability Inclusion · Foundations
Notice ableism in ordinary assumptions, interrupt exclusion without speaking over anyone, build access into what you already own, and know how to escalate when a barrier is not yours to fix.
45–55 minutes · 4 lessons
Disability Inclusion · Applied inclusion
Tell equal treatment from equitable access, ask about needs without asking for a diagnosis, and keep the person in charge of their own decisions.
45–55 minutes · 4 lessons
Disability Inclusion · Applied inclusion
Adapt how you communicate for Deaf and hard-of-hearing people, people with speech disabilities, blind and low-vision people, people with cognitive disabilities and people with anxiety, without patronizing anyone.
45–55 minutes · 5 lessons
Disability Inclusion · Applied inclusion
Recognize a request, run the interactive process in order, keep the focus on the job and the barrier instead of the diagnosis, and know exactly when to bring in human resources or the ADA coordinator.
45–55 minutes · 4 lessons
Disability Inclusion · Applied inclusion
Understand why people arrive wary of services, and practice choice, transparency, collaboration and cultural humility in ordinary encounters.
48–55 minutes · 5 lessons
Disability Inclusion · Applied inclusion
Tell distress, communication, sensory overload, trauma response and behavioral risk apart, change the environment first, and write it down without stigma.
48–55 minutes · 5 lessons
Disability Inclusion · Applied inclusion
Plan in-person, hybrid and virtual gatherings that people can actually attend, follow and shape, and recover well when something fails on the day.
48–54 minutes · 5 lessons
Disability Inclusion · Practitioner
Read the ADA, Section 504, Section 508, the Minnesota Human Rights Act and the Olmstead Plan as duties your organization owns, then know exactly who answers which question.
45–55 minutes · 4 lessons
Disability Inclusion · Practitioner
Walk a real journey, name every kind of barrier you find, decide what to fix first, and separate the fix you can make this week from the redesign that ends the problem.
45–55 minutes · 4 lessons
Disability Inclusion · Practitioner
Build documents, slides, videos, forms and lessons that work with a keyboard, a screen reader and captions, then prove it with a test you can run yourself.
45–55 minutes · 4 lessons
Disability Inclusion · Practitioner
Work with disabled people and disability-led organizations as paid partners whose expertise changes decisions, and build the loop that shows them it did.
45–55 minutes · 4 lessons
Disability Inclusion · Practitioner
Use disability data to find and remove barriers while protecting the people the data describes.
45–55 minutes · 5 lessons
Disability Inclusion · Practitioner
Lead a team where people can ask for what they need, work is judged fairly, and disability is neither a secret nor a spectacle.
45–55 minutes · 5 lessons
Disability Inclusion · Practitioner
Turn a list of accessibility findings into a roadmap with owners, decision rights and measures, and carry it through the resistance it will meet.
45–55 minutes · 5 lessons
Disability Inclusion · Practitioner
Lead disability inclusion conversations that people can join without disclosing, that answer defensiveness and misinformation calmly, and that everyone can take part in.
40–50 minutes · 4 lessons
Disability Inclusion · Strategic leadership
Connect disability inclusion to mission delivery, civil rights, workforce equity, risk, innovation and public trust, and see why goodwill alone cannot carry it.
45–55 minutes · 4 lessons
Disability Inclusion · Strategic leadership
Set up the sponsorship, structure, funding and unit-level expectations that let disability inclusion outlast any one leader.
48–56 minutes · 5 lessons
Disability Inclusion · Strategic leadership
Build accessibility into what the agency buys, builds, publishes and approves, so barriers are prevented at the contract and the charter instead of discovered at launch.
48–56 minutes · 5 lessons
Disability Inclusion · Strategic leadership
Choose leading and outcome measures, treat feedback from disabled people as a core input, and run review points that produce decisions rather than presentations.
44–52 minutes · 4 lessons
Disability Inclusion · Capstone
Take a cross-functional team from choosing one recurring barrier to presenting a plan that removes it, with the people it affects shaping every step.
48–56 minutes · 5 lessons
Disability Inclusion · Applied inclusion
Notice where standard conflict resolution assumes one kind of communicator, adjust the process so more than one kind of brain can use it, and run mediation that stays neutral by making participation possible for everyone.
45–52 minutes · 5 lessons
Program Integrity
Real fraud causes real harm. So does enforcement that isn't careful. Both are true at once, and DHS staff need to hold both.
40–48 minutes · 4 lessons
Program Integrity
How a story about individual wrongdoing can turn into a story about an entire community — and why DHS staff have to actively guard against that slide.
45–52 minutes · 4 lessons
Program Integrity
Practical habits for any DHS staff member whose work touches program integrity communication, review, or the people affected by it.
45–52 minutes · 4 lessons
Cultural Intelligence · Expand Your Borders
Nordic Europe is one of the most egalitarian cultural clusters in the world.
45–50 minutes · 4 lessons
Cultural Intelligence · Expand Your Borders
The Anglo cluster is among the most individualistic in the world.
45–50 minutes · 4 lessons
Cultural Intelligence · Expand Your Borders
Germanic Europe is defined by its commitment to order, precision, and structured living.
45–50 minutes · 4 lessons
Cultural Intelligence · Expand Your Borders
Eastern Europe is a cluster shaped by centuries of empire, occupation, and survival.
45–50 minutes · 4 lessons
Cultural Intelligence · Expand Your Borders
Latin Europe blends individualism with expressive emotionality — a rare combination.
45–50 minutes · 4 lessons
Cultural Intelligence · Expand Your Borders
Latin America weaves together collectivism, warmth, hierarchy, and joy.
45–50 minutes · 4 lessons
Cultural Intelligence · Expand Your Borders
Confucian Asia is shaped by centuries of philosophical tradition emphasizing harmony, hierarchy, collective well-being, and long-term thinking.
45–50 minutes · 4 lessons
Cultural Intelligence · Expand Your Borders
Southern Asia is a mosaic of languages, religions, and traditions — yet clusters around several core cultural patterns.
45–50 minutes · 4 lessons
Cultural Intelligence · Expand Your Borders
Ubuntu — "I am because we are" — is a Southern African idea this module uses to illustrate a broad pattern: communal interdependence as a worldview, not a policy. It is an illustration, not a description of everyone across a region of dozens of countries and hundreds of cultures.
45–50 minutes · 4 lessons
Cultural Intelligence · Expand Your Borders
The Arab cluster is a linguistic and cultural grouping shaped by tribal loyalty, honor culture, and hospitality, spanning many countries and religious traditions.
45–50 minutes · 4 lessons
Intercultural Development Continuum · Stage 1 of 6
Denial is the starting orientation on the intercultural continuum — cultural difference is not yet real or relevant, often because someone's own world has stayed narrow enough that it never had to become visible.
45–50 minutes · 4 lessons
Intercultural Development Continuum · Stage 2 of 6
Polarization is where cultural difference first becomes visible — and gets sorted into better and worse, us and them, sometimes favoring one's own group (Defense) and sometimes favoring another group over one's own (Reversal).
45–50 minutes · 4 lessons
Intercultural Development Continuum · Stage 5 of 6
Adaptation is where someone can deliberately shift their own perspective and behavior to bridge across a real cultural difference — not performing politeness, but actually seeing and communicating from more than one cultural frame.
45–50 minutes · 4 lessons
Intercultural Development Continuum · Stage 6 of 6
Integration is the far end of the continuum — more than one cultural frame has become part of how a person sees, so that moving between frames is no longer only a deliberate skill but part of their own identity.
45–50 minutes · 4 lessons
Intercultural Practice and Equity · Foundations
How culture, identity, disability and power travel through the ordinary decisions a state division makes every day.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Foundations
Disability as identity and culture, what self-advocates mean by access and interdependence, and how a deficit frame shows up in the words a public program uses about people.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Foundations
A form, a definition, a deadline, a contract line: ordinary internal decisions arrive in someone’s life as help, delay, confusion or exclusion.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Foundations
Policy, guidance, forms, measures and contracts decide what a person’s week looks like long before anyone meets them.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Foundations
How assumptions travel from a quick judgment into a routine, into a standard, and into the lives of people who never met you.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Foundations
What you write is what most people will ever meet of this work. Four lessons on words, structure, format and timing, ending with one real revision.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Foundations
Asking people what they think is not the same as letting them shape the decision. Four lessons on accessible engagement, the real difference between consultation, partnership and co-design, and one honest review of who is present and who is missing.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Foundations
How to pick something worth learning from the work already in front of you, without rating yourself or anyone else.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Public-service practice
For most Minnesotans, this division is a web page, a letter, a form or a slide at a public meeting. Four lessons on designing those well, ending with a usability review you run on one real resource.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Public-service practice
Interpretation is live, translation takes time, and both have to be in the budget before they can be in the room. Four lessons ending with a language-access plan for one real project or meeting.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Public-service practice
Most of what decides who can take part in a meeting is settled before anyone walks in. Four lessons on design, access, facilitation and follow-up, ending with a checklist you fill in for one real meeting.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Public-service practice
A draft is a set of decisions about who will find this easy and who will find it hard. Four lessons on reading your own draft for barriers, unclear requirements, uneven effects and buried assumptions.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Public-service practice
Most of a service is decided before anyone calls it design. Four lessons on carrying lived experience, accessibility and equity from discovery through requirements, contracting and rollout, ending with an impact-on-people section you add to a real project charter.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Public-service practice
A finding, a summary or a briefing note carries three things at once: what happened, how it was framed, and what the framing implies about the people in it. Four lessons on writing all three well, ending with a dignity-and-equity edit you run on one real document.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Public-service practice
Consultation is not partnership. Four lessons on who is already at the table, what reciprocity actually costs, when partners are brought in, and how to map the relationships behind one real decision.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Public-service practice
Every online process is a set of requirements about devices, connections, sign-ins, privacy and reading speed. Four lessons on seeing the whole path a person travels, ending with a review you run on one real service.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Public-service practice
Concerns rarely arrive labeled as concerns. Four lessons on receiving one without defending the process, reading a single account as evidence, repairing what you can, and running the conversation you did not schedule.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Public-service practice
Most public-service work fails between two units rather than inside one. Four lessons on the seams where work changes hands, ending with a handoff map you fill in for one real process you touch.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Complex systems
Four lessons on what public disability systems were first built to do, how ableism and racial inequity worked together inside them, why distrust is an accurate memory rather than a communications problem, and how to read a current initiative through the history it inherits.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Complex systems
Tribal Nations are sovereign governments, and the state's relationship with them is government to government. Four lessons on what that means for a state employee, why consultation is a duty that DHS offices lead, how to notice Tribal implications early in a project, and where to take them.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Complex systems
Ableism and racism rarely arrive one at a time. Four lessons on where two patterns meet inside a public system, how to read a difference in results without jumping to a cause, and how to build the questions that make an examination worth doing.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Complex systems
Almost every public process was written by people who already knew how the system works. Four lessons on what that assumption costs the people who do not, ending with an assumed-knowledge review you fill in for one real process you touch.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Complex systems
Identity information does not behave like the rest of an administrative record. Four lessons on what the division asks, what it keeps, who can see it, and how a form, a policy or a message can include people without exposing them.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Complex systems
A date, a room, a tray of sandwiches and a line on a form all carry assumptions about belief and practice. Four lessons on where those assumptions quietly decide who can take part, ending with an inclusion check you add to your own event and engagement planning.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Complex systems
Four lessons on what a public process does to the person who meets it: where an ordinary step turns punitive, how complaint routes and listening sessions can repeat the harm they were built to address, and how to revise one step so it keeps what it protects and stops being frightening to receive.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Complex systems
Disagreement is ordinary in public work. Harm is a different thing, and mistrust is usually an accurate memory rather than a mood. Four lessons on telling them apart, holding institutional power honestly, and writing a response that repairs something instead of closing a file.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Complex systems
Autonomy, safety, cost, legal requirement, quality oversight and equity rarely point the same way. Four lessons on naming the trade, seeing the decision from somewhere other than your own desk, testing a reason before it hardens into a rule, and leaving a record the person affected could read.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Complex systems
Some problems do not yield to a rule, a reminder or a better form. Four lessons on holding a complicated internal issue still long enough to see it — ending with a team case consultation you can run with the colleagues who touch the same process.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Internal leadership
Respectful inquiry, learning from mistakes, feedback that travels uphill and shared accountability are conditions a leader sets, not a culture that arrives. Four lessons on the small, visible moves that set them, ending with a team learning agreement you draft with your team rather than for them.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Internal leadership
Accessibility, plain language, cultural responsiveness and stakeholder impact are cheap to fix while a draft is still a draft. Four lessons on building the review stage that looks at them before the requirements lock.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Internal leadership
Team culture is not a values statement. It is the accumulated result of a handful of ordinary decisions: how a job is posted, who sits on the panel, what the first month feels like, who gets the interesting work, and what happens when somebody asks for something they need. Four lessons on finding those decisions and examining one of them properly.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Internal leadership
Complaints, feedback, records and the stories behind them are the division’s cheapest early warning, and the easiest to waste. Four lessons on reading them as information about a system rather than a verdict on a person, ending with a short set of equity questions you can add to a review your unit already runs.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Internal leadership
A number is a record of what we counted, not a record of what happened. Four lessons on who reaches the count, what a category hides, how a finding can describe a community instead of a system, and the short check to run before a number becomes a decision.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Internal leadership
Asking people what they think of a finished plan is not co-design, and unpaid expertise is not a partnership. Four lessons on opening a decision early, paying for the work, sharing decision rights, and writing an engagement plan people can hold you to.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Internal leadership
Most internal guidance is written once and met a thousand times, by people in the middle of other work. Four lessons on building training, guidance, resource libraries and internal tools that are findable, readable and genuinely usable across roles.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Internal leadership
Conversations about disability, ableism, racism, identity, power and exclusion fail in predictable ways, and most of what decides them happens before anyone speaks. Four lessons on preparing and holding a conversation that examines the work without requiring anyone to agree or to disclose anything, ending with a discussion plan you can take into a real team meeting.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Internal leadership
Funding, positions, timelines, contracts and the order items appear on a work plan decide who the division actually reaches, long before anyone writes a word about equity. Four lessons on reading an allocation as a distribution of opportunity and burden, ending with a short equity-impact page you can add to a project budget or procurement plan your unit already writes.
40–45 minutes · 4 lessons
Intercultural Practice and Equity · Internal leadership
Learning that nobody is required to do needs conditions, not enforcement. Four lessons on protecting time, making the work visible without watching people, and building team rhythms that survive a busy quarter.
40–45 minutes · 4 lessons
DSD Service System · Foundations
How the Division is organized, who it serves, what home and community-based services actually are, and what the most integrated setting requires of the people who administer them.
50–55 minutes · 5 lessons
DSD Service System · Foundations
What coordination actually costs the person being coordinated, where handoffs drop people, and how to design a path that holds together when nobody is watching it.
45–50 minutes · 4 lessons
DSD Service System · Foundations
What it means for a person to direct their own supports, where the independent living movement came from and what it asks of a service system, and how to support a decision without taking it over.
50–55 minutes · 5 lessons
DSD Service System · Foundations
The difference between a service delivered and a life changed, how to ask about outcomes in the person's terms, and what a quality review looks like when it starts from the person rather than the file.
45–50 minutes · 4 lessons
DSD Service System · Foundations
What competitive integrated employment means, why customized employment exists for people the usual hiring process screens out, and what staff can do so that work is the expectation rather than the exception.
50–55 minutes · 5 lessons
DSD Service System · Foundations
How asset limits, benefit rules and the fear of losing coverage shape the financial lives of people with disabilities, and what staff can do so that the system does not keep people poor by design.
45–50 minutes · 4 lessons
DSD Service System · Practice
What executive function is, why a process that assumes it fails specific people predictably, how to read behavior as information about the demand rather than the person, and how to design support around what someone does well.
45–50 minutes · 4 lessons
DSD Service System · Practice
What brain injury does that nobody can see, why a person can seem fine and be struggling, how fatigue and awareness shape every interaction, and what practice looks like when it is built for the injury rather than around it.
50–55 minutes · 5 lessons
DSD Service System · Practice
What it means to grow older with a lifelong disability, what happens when the parent who has provided support for fifty years can no longer, why people with disabilities get worse health care, and how staff can change what they can reach.
50–55 minutes · 5 lessons
DSD Service System · Practice
What early adversity does over a lifetime, why people with disabilities carry more of it, what protective factors actually are, and how a service can respond without making a person tell the story again.
45–50 minutes · 4 lessons
DSD Service System · Practice
Why a person can live in the community for years and belong to nothing in it, what natural supports actually are, how to map the places and people that already exist, and how to build one connection that does not depend on a paid worker.
45–50 minutes · 4 lessons
DSD Service System · Practice
Presuming competence, the methods people use to communicate when speech is not available or not enough, what it takes to work with an interpreter or a communication device well, and how to make what you say and write usable.
50–55 minutes · 5 lessons
DSD Service System · Practice
Who direct support professionals are and what the work actually asks of them, why turnover is the central quality problem in the service system, what coaching does that directing does not, and how to supervise in a way people stay for.
50–55 minutes · 5 lessons
Diversity learning · Foundation
Examine unearned racial advantages without erasing effort, hardship, or individual variation.
About 48 minutes, plus optional practice · 4 lessons
Diversity learning · Foundation
Recognize subtle identity-based messages and practice proportionate responses, repair, and follow-through.
About 48 minutes, plus optional practice · 4 lessons
Diversity learning · Foundation
Explore how meaning changes across context, communication habits, and expectations without reducing people to cultural types.
About 48 minutes, plus optional practice · 4 lessons
Diversity learning · Foundation
Examine the values behind everyday expectations and negotiate differences without ranking cultures.
About 48 minutes, plus optional practice · 4 lessons
Diversity learning · Foundation
Understand automatic associations, interpret an optional IAT cautiously, and practice decisions supported by evidence.
About 48 minutes, plus optional practice · 4 lessons
Diversity learning · Foundation
Explore how group membership shapes experience while preserving the complexity and self-definition of each person.
About 48 minutes, plus optional practice · 4 lessons
Diversity learning · Foundation
Distinguish group-based beliefs, evaluations, and actions so that a concern leads to the right question and response.
About 48 minutes, plus optional practice · 4 lessons
Diversity learning · Foundation
Recognize when familiar ways of living become universal judgments and practice a more contextual interpretation.
About 48 minutes, plus optional practice · 4 lessons
Diversity learning · Foundation
Examine how interacting identities and systems can create experiences that a single-category explanation misses.
About 48 minutes, plus optional practice · 4 lessons
Diversity learning · Foundation
Compare sameness, meaningful opportunity, and reasoned fairness without reducing them to slogans.
About 48 minutes, plus optional practice · 4 lessons
Diversity learning · Intermediate
Choose a useful response to subtle exclusion, support the affected person, and follow through without taking over.
About 48 minutes, plus optional practice · 4 lessons
Diversity learning · Intermediate
Examine how incomplete information becomes a confident judgment, and practice decisions that remain open to evidence.
About 48 minutes, plus optional practice · 4 lessons
Diversity learning · Intermediate
Understand the proposed mechanism, evaluate the limits of the evidence, and create conditions in which people can demonstrate their work without being reduced to a group stereotype.
About 48 minutes, plus optional practice · 4 lessons
Diversity learning · Intermediate
Examine the choices people make about self-presentation, the conditions that constrain those choices, and the difference between invitation and pressure to disclose.
About 48 minutes, plus optional practice · 4 lessons
Diversity learning · Intermediate
Recognize skin-tone hierarchies without ranking people, and examine how images, descriptions, and credibility judgments can reproduce them.
About 48 minutes, plus optional practice · 4 lessons
Diversity learning · Intermediate
Examine hidden resource assumptions, distinguish effort from opportunity, and redesign participation without making people prove hardship.
About 48 minutes, plus optional practice · 4 lessons
Diversity learning · Intermediate
Recognize conflicting expectations about competence, warmth, authority, and care, and replace personality judgments with fairer evidence.
About 48 minutes, plus optional practice · 4 lessons
Diversity learning · Intermediate
Examine messages received through families, institutions, media, and silence, while preserving the right to reflect without disclosure.
About 48 minutes, plus optional practice · 4 lessons
Diversity learning · Intermediate
Separate understanding from familiarity, examine how listeners judge credibility, and share responsibility for clear communication.
About 48 minutes, plus optional practice · 4 lessons
Diversity learning · Intermediate
Listen to a specific concern, separate impact from a verdict on your character, and make a proportionate repair without demanding reassurance.
About 48 minutes, plus optional practice · 4 lessons
Diversity learning · Advanced
Examine how unequal judgments can persist alongside sincere commitments to fairness, and practice reducing the ambiguity that permits them.
About 56 minutes, plus optional practice · 4 lessons
Diversity learning · Advanced
Investigate how historically dominant expectations become ordinary organizational standards, without treating racial identity as an explanation of anyone’s character.
About 56 minutes, plus optional practice · 4 lessons
Diversity learning · Advanced
Analyze interacting forms of exclusion through carefully bounded cases, avoiding both single-category explanations and assumptions based on identity.
About 56 minutes, plus optional practice · 4 lessons
Diversity learning · Advanced
Examine credibility, silence, and the categories used to understand experience, then build a fairer route from knowledge to decisions.
About 56 minutes, plus optional practice · 4 lessons
Diversity learning · Advanced
Understand cumulative racialized burdens and practice organizational responses that reduce demands without diagnosing colleagues or requiring disclosure.
About 56 minutes, plus optional practice · 4 lessons
Diversity learning · Advanced
Evaluate when a voluntary restorative response may be appropriate, prepare for unequal power, and build accountable repair without replacing formal protections.
About 56 minutes, plus optional practice · 4 lessons
Diversity learning · Advanced
Trace how information and advocacy move through relationships, and widen access to opportunities without policing personal friendships.
About 56 minutes, plus optional practice · 4 lessons
Diversity learning · Advanced
Move from an appealing training idea to a testable change, with behavioral outcomes, ethical safeguards, and honest limits on what a pilot can establish.
About 56 minutes, plus optional practice · 4 lessons
Diversity learning · Advanced
Design meaningful cooperation across difference while attending to power, voluntary participation, and the limits of contact as an equity strategy.
About 56 minutes, plus optional practice · 4 lessons
Diversity learning · Advanced
Examine how language and procedures can narrow whose needs count, and practice restoring specificity, agency, and fair consideration without ignoring real constraints.
About 56 minutes, plus optional practice · 4 lessons
Diversity learning · Advanced
Use a well-known framework to question whose knowledge counts, how decisions are made, and what changes in practice could make public service more equitable.
About 48 minutes, plus optional practice · 4 lessons
Workforce and culture · Foundation
Recognize harassment and disrespectful conduct, respond as a bystander, build psychologically safe team habits and route concerns to the right office.
About 48 minutes, plus optional practice · 4 lessons
Cultural Intelligence · Communities
Describe how Afghan Minnesotans arrived, the languages and peoples within the community, and how to offer respectful, well-matched service without guessing about any one person.
About 48 minutes, plus optional practice · 4 lessons
DSD Service System · Practice
Apply disability rights, recovery orientation and Minnesota crisis resources to case, program and oversight decisions that involve people with psychiatric disabilities.
About 48 minutes, plus optional practice · 4 lessons
Intercultural Development Continuum · Stage 3 of 6
Recognize when an emphasis on sameness hides real cultural difference in your team's practice and your own habits, and take practical steps to hold commonality and difference together.
About 48 minutes, plus optional practice · 4 lessons
Intercultural Development Continuum · Stage 4 of 6
Recognize and learn from cultural patterns without judging them by your own standard, and turn that recognition into practical, properly reviewed changes in DHS decisions.
About 48 minutes, plus optional practice · 4 lessons
Cultural Intelligence · Communities
Recognize the variety of religious and nonreligious life in Minnesota and plan services, meetings and accommodations that respect it without guessing.
About 55 minutes, plus optional practice · 5 lessons
Workforce and culture · Intermediate
Make advancement paths visible, share development opportunities fairly, plan succession on job-related criteria and know when to bring in HR and labor relations.
About 48 minutes, plus optional practice · 4 lessons
Equity practice · Advanced
Analyze how rules, defaults and resources in public programs can produce racial inequity without intent, and lead a policy review that ends in an owned change.
About 48 minutes, plus optional practice · 4 lessons
Cultural Intelligence · Practice
Use the program's Minnesota community briefs to ask better questions, plan access with people and partners, and avoid profiling in intake, oversight and communications.
About 48 minutes, plus optional practice · 4 lessons
Leadership practice · Supervisor foundations
Apply inclusive supervision basics to assignments, one-to-ones, accommodation requests, feedback, meetings and concerns, and know when to bring in the right office.
About 48 minutes, plus optional practice · 4 lessons
Cultural Intelligence · Communities
Describe the exile history, resettlement, faith, language and naming practices of Tibetan Minnesotans, and use that context to ask better questions in DHS work.
About 48 minutes, plus optional practice · 4 lessons
Cultural Intelligence · Communities
Describe the history, languages, faiths and naming practices of Eritrean Minnesotans, distinguish Eritrean from Ethiopian communities while noting shared ties, and plan respectful DHS service.
About 48 minutes, plus optional practice · 4 lessons
Cultural Intelligence · Communities
Distinguish Sudanese and South Sudanese Minnesotans, describe their many peoples, languages and faiths, and plan DHS service that meets current needs without asking people to recount conflict.
About 48 minutes, plus optional practice · 4 lessons
Cultural Intelligence · Communities
Describe Deaf Minnesotans as a cultural and linguistic community, distinguish Deaf, DeafBlind and hard-of-hearing experiences, and arrange communication access that meets ADA duties.
About 48 minutes, plus optional practice · 4 lessons
DSD Service System · Practice
Recognize prohibited and restrictive practices, follow Minnesota's emergency manual restraint and reporting requirements, and steer plans toward person-centered positive supports that improve quality of life.
About 48 minutes, plus optional practice · 4 lessons
DSD Service System · Practice
Recognize the barriers people with disabilities face in substance use treatment, help them reach accessible care in Minnesota's system, and use harm reduction and stigma-free practice in disability services work.
About 48 minutes, plus optional practice · 4 lessons
Workforce and culture · Intermediate
Support State of Minnesota employee resource groups fairly: open membership, fair sponsorship, protected time and realistic privacy, without turning members into unpaid staff.
About 48 minutes, plus optional practice · 4 lessons
Workforce and culture · Intermediate
Plan how accommodations carry across job changes, supervisors, locations and systems, and test leadership pathways so they are job related and open to staff with disabilities.
About 48 minutes, plus optional practice · 4 lessons
Cultural Intelligence · Expand Your Borders
Use cross-cultural cluster research and the four capabilities of cultural intelligence to prepare better questions, without mistaking group averages for individual people.
About 48 minutes, plus optional practice · 4 lessons
DSD Service System · Leadership
Lead change in Minnesota disability services by working within Olmstead, federal settings and state licensing frames, communicating honestly through redesign, co-designing with self-advocates and partners, and measuring outcomes people value.
About 48 minutes, plus optional practice · 4 lessons
Equity practice · Advanced
Charter, staff and steer an equity committee or unit equity team so it has clear decision rights, fair membership, owned actions and accountability that measures systems rather than people.
About 48 minutes, plus optional practice · 4 lessons
Intercultural Practice and Equity · Capstone
Lead a team through choosing a real recurring process, analyzing it with the Equity Analysis Toolkit, co-designing a change with the people affected and presenting an accountable decision request.
About 48 minutes, plus optional practice · 4 lessons
Program Integrity
Design program integrity reviews that prevent and address fraud while staying proportionate, avoiding profiling, protecting due process and continuity of care, and communicating accurately.
About 48 minutes, plus optional practice · 4 lessons
Cultural Intelligence · Expand Your Borders
Diagnose team friction across communication, feedback, hierarchy, decision, trust and time styles, and design team practices and agreements so no single style becomes the default.
About 48 minutes, plus optional practice · 4 lessons
Equity practice · Advanced
Govern automated decision tools in human services so they are tested for bias, explainable to the people affected, subject to real staff review and appeal, and accountable through inventories and vendor contracts.
About 48 minutes, plus optional practice · 4 lessons
Workforce and culture · Foundation
Recognize ageism toward younger and older people, apply federal and Minnesota age protections at the right level, and replace generational stereotypes with individual, person-centered practice.
About 48 minutes, plus optional practice · 4 lessons
Workforce and culture · Intermediate
Reduce proximity bias, run hybrid meetings where location does not decide who is heard, build accessible digital work and tell general telework apart from telework as an accommodation.
About 48 minutes, plus optional practice · 4 lessons
DSD Service System · Practice
Anticipate how housing instability disrupts eligibility and services, connect people to current Minnesota housing supports, and design contact and notice practices that keep people with disabilities connected.
About 48 minutes, plus optional practice · 4 lessons
DSD Service System · Practice
Use accurate information about disability, race and incarceration to protect benefits, plan reentry and design services and hiring processes that do not needlessly exclude people with criminal records.
About 48 minutes, plus optional practice · 4 lessons
Workforce and culture · Foundation
Distinguish secondary traumatic stress, vicarious trauma, compassion fatigue and burnout, and take organizational, supervisory and personal steps that sustain people doing hard work.
About 48 minutes, plus optional practice · 4 lessons
Participation and course completion in this program do not count toward DHS-required training credits unless management, a director, or DHS leadership expressly approves an exception.