Training

In today’s society, each of us has an identity that shapes how we see ourselves and others. Not only do our social norms and cultural backgrounds influence our experiences, they also set the course for how we view the world. This session equips participants with a robust and shared understanding of important equity, diversity and inclusion concepts and terminology. This will lay the groundwork for safe and productive conversations about building an inclusive culture going forward.

In today’s society, each of us has an identity that shapes how we see ourselves and others. Not only do our social norms and cultural backgrounds influence our experiences, they also set the course for how we view the world. This session equips participants with a robust and shared understanding of important equity, diversity and inclusion concepts and terminology. This will lay the groundwork for safe and productive conversations about building an inclusive culture going forward.

Unconscious bias exists in each person’s worldview, affecting our behaviors in the workplace. It refers to the implicit attitudes, beliefs, and stereotypes that affect our perception and decision-making without our conscious awareness. As a result, unconscious bias creates barriers to inclusion, performance and engagement. Understanding what unconscious bias is and how it impacts our decisions is key to fostering more inclusive and intercultural workplaces, practices and leadership. In this session, participants will learn what unconscious bias is and how it presents itself in the workplace, acknowledge their own biases and learn the basic steps of how to counter bias.

People with a growth mindset believe that ability and talent can be developed. This mindset allows us to better adapt and respond to challenges and opportunities, as well as unlock the potential in ourselves, our teams, and our colleagues.  It turns out that organizations have mindsets too – and that fostering a growth mindset influences their ability to attract, promote and engage people from diverse backgrounds. In this session, participants learn about a growth vs. fixed mindset, identify their own mindset and its impact on their team/organization. Leaders taking this course will also leave with practical tools and strategies to promote a growth mindset in themselves and their teams.

An organization is only as strong as its culture—and all of us have a role to play in shaping that culture. Building an inclusive culture attracts talent, foster innovation and remove barriers for people from diverse backgrounds. This session explains important terms related to inclusion and provides the knowledge and tools necessary to build a culture of belonging where diversity is a strategic advantage. (Customizable for employees, leaders and Boards).

Microaggressions are everyday indignities often experienced by people from marginalized groups. In this module we will dig into the connection between microaggressions and bias and the different types that can be encountered on a daily basis. After uncovering the impact this has on both people experiencing microaggressions as well as the workplace as a whole, we’ll look at how to establish and reinforce an inclusive environment for everyone while being mindful of and playing a role in managing microaggressions.

The ability to navigate race and privilege is a critical component of building a more equitable and just society. This session provides foundational knowledge required to build a race conscious organization by helping individuals understand the complexities of race and privilege. By exploring our racial history, we begin to recognize why systemic barriers persist in the workplace and remain particularly stark for some racialized groups. We discuss racial privilege and allyship and encourage participants to reflect and make choices about how to give, share, use and withhold power to assist and act in solidarity with people who experience racial or ethnic marginalization.

The Unconscious Bias in Hiring interactive workshop will assist hiring managers in understanding the implicit biases that commonly affect hiring and decision-making processes. It will provide examples of bias in recruitment and selection, an awareness of one’s own biases and practical techniques to counter bias. The purpose of this session is to raise awareness about bias in hiring in an effort to move towards inclusive recruitment and objective selection.

To address microaggressions in our workplaces, we need courage – a key inclusive culture trait. People require courage to have the difficult conversations, make bold decisions and demonstrate the commitment needed to support equity, diversity and inclusion within their teams and larger organization. In instances when we see microaggression, there will be a need to say what needs to be said, connect authentically and build trust with those we manage or work with. An organization that places equity, diversity and inclusion as central to its values needs employees that are engaged and confident that their leadership and colleagues will ACT with courage when needed – they need people who model what it means to be courageous even when it’s challenging.

In an ever-evolving organizational landscape, where teams are becoming increasingly diverse, effective intercultural communication becomes paramount to encouraging equity, diversity and inclusion. In this session, participants will explore barriers to communication stemming from cultural differences, reflect on personal communication styles and learn to navigate diverse encounters with confidence and competence, fostering a more inclusive workplace.

More than ever, there is a need for us to acknowledge our individual role in creating more equitable and inclusive teams and organizations. To facilitate meaningful change, it is crucial for us to be visible allies and to follow through with tangible actions. In practice, allyship requires those with power and privilege to affect change in both the culture and systems that shape our organizations. Through this workshop, participants will understand what it means to be an ally, the core principles of allyship with practical tips that they can apply to everyday practices. 

In our communities and workplaces, 1 in 5 people have a disability. Therefore, creating accessible spaces where we live, learn and work is becoming a critical part of building an inclusive culture. In this session, we talk about leading practices for accessibility and challenge common assumptions about people with disabilities. Participants will learn about the different barriers faced by people with disabilities and how to make their workplaces and the services they provide inclusive, accessible and barrier free.

Somewhere between 10 and 20 percent of the global population is considered neurodivergent. While organizations are starting to take notice and recognize the value that neurodiversity could bring to their teams, many lack the understanding of what neurodiversity means, how it presents in the workplace, and what strategies would help to foster a culture of inclusion. In this session, participants will learn What neurodiversity is, understand some experiences of people with neurodivergence in the workplace as well as the accommodations and hiring strategies associated with it, and how everyone can foster a culture of inclusion in the workplace.

While acceptance of 2SLGBTQIA+ people is increasing, many people in the community experience significant discrimination and harassment. There continues to be new and existing legislation in North America and around the world which seeks to limit the human rights, dignity, and safety of 2SLGBTQIA+ people. Workplaces have an obligation to create and maintain a safe and inclusive workplace for 2SLGBTQIA+ people. This webinar provides participants with a foundational understanding of the experiences of members of the 2SLGTBTQIA+ people in society in general and in workplaces specifically.

This innovative men only workshop shatters the myth that men don’t have an important role to play in creating and sustaining inclusive work environments for all genders. It is designed to address gender equity, diversity and inclusion challenges and to navigate the role men can play as allies.

Without the support of men, often the most powerful stakeholders in large corporations, significant progress toward ending gender disparities is unlikely. According to The Harvard Business Review, “evidence shows that when men are deliberately engaged in gender inclusion programs, 96% of organizations see progress — compared to only 30% of organizations where men are not engaged.” Join us for a full day, dynamic learning experience that engages men in examining their mindsets and shifting behaviors. This workshop allows men to openly explore their questions, concerns and hopes for building gender equitable and inclusive workplaces.

In today’s complex and diverse world, the ability to engage in courageous conversations is crucial for fostering understanding, empathy, and positive change. In this webinar, we will explore the principles and strategies behind courageous conversations, providing you with the tools to navigate difficult topics, express your views effectively, and create inclusive environments where meaningful dialogue can take place. Regardless of your role, this webinar will empower you to take the lead in engaging in open and honest conversations that promote growth, understanding, and collaboration.

Organizations looking to make meaningful progress toward a more diverse and inclusive culture rely on the support of EDI employee advisory groups or committees. These committees, if structured and managed effectively, support establishing actionable goals, evaluate policies and processes and provide valuable feedback channels for the leadership. 

In this session, newly formed EDI groups and committees will gain valuable knowledge and tools to prepare them to do their work and identify the ways in which their purpose can be fulfilled.

This interactive workshop is designed for leaders to understand how to successfully plan and influence change towards a more equitable and inclusive workplace. In this session, we discuss the journey organizations take to advance equity, diversity and inclusion, and identify the key priorities at each stage. Ensuring the foundations of leadership commitment and data are in place will position a team well for implementing the right initiatives at the right time. Through a facilitated discussion, participants will reflect on the current and desired state for their team and walk away with practical next steps.

Boards empower inclusive cultures. They are responsible for aligning EDI with the organization’s strategy and removing barriers for leaders to implement action plans. To be effective, boards need to build the capacity to govern an organization with an equity lens. This session provides foundational knowledge for board members and equips them with frameworks to support their organizations in their EDI journey.