We offer over 40 unique trainings on highly sought-after topics, update curricula weekly, and develop new content monthly.
Our most popular curriculum is evidence-based, interactive, and perfect for anyone in the early stages of their diversity, equity, and inclusion (DEI) journey. Participants gain a common language of DEI-related topics, learn about biases and how they become embedded into policies, processes, programs, and products, and reflect on their identity, power, and privilege. The course covers the key principles of allyship, shares leading practices relating to inclusive language, names, pronoun use, and accessibility. Participants leave with heightened awareness, as well as with an allyship tool kit to draw from.
In this session, we help participants understand how inclusive language and practices are a core part of creating more respectful workplaces and customer or client experiences. This session stems from the core belief that words matter. We share leading language practices relating to gender, sexuality, race, and disability as examples. In addition, we discuss the importance of names, proper pronoun use, and other leading accessibility practices. Participants will leave with a better understanding of why inclusive language and practices matter, as well as with a tool kit to draw from.
In this session, participants will learn to become more comfortable with discomfort and build tangible and sustainable allyship methods in their personal and professional life. They will also learn why active allyship is an ongoing effort. By the end, participants will better understand how to use tools to hold themselves and others accountable for challenging inequity and set goals and commitments to become better allies.
This interactive session helps leaders build out tangible and sustainable methods of allyship in both their personal and professional lives, with a specific focus on catalyzing racial inclusion. Furthermore, leaders will explore salient inequities that racialized team members face in the workplace alongside tactical ways to upend these different forms of institutional and interpersonal racism.
This session addresses the problem with a “women-first” or “gender-centric” approach to advancing women in the workforce. This session demonstrates how initiatives to help women often devote less attention and resources to women experiencing multiple forms of marginalization. Participants will learn the importance of applying an intersectional approach when designing policies, processes, and programs, along with other practical methods for using an intersectional lens in daily efforts.
This session educates participants on the fundamentals of gender: its social construction, meaningful lived experiences, and contemporary impacts, especially in the workplace. In addition, participants will build a shared language and understanding of gender diversity and gender-based marginalization and leave with new strategies to catalyze greater gender inclusion, as well as an appreciation of the ongoing complexities of gender identity and expression beyond the binary.
In this session, we go beyond a basic understanding of sexual and gender diversity to discuss the unique struggles that the LGBTQIA2+ community face in the workplace and how we can be more intentional in our support. In addition, this session equips participants with a range of potential initiatives and information they need to co-create a more LGBTQIA2+ inclusive workplace culture and affirm and empower queer team members.
With antisemitism on the rise worldwide, workplaces must make it a priority to challenge antisemitism and facilitate greater Jewish cultural competency on their teams. This session supports leaders in identifying different forms of antisemitism and dismantling harmful biases and misconceptions regarding the Jewish community. Participants explore various interpersonal and organizational strategies to foster an inclusive environment where Jewish team members feel a sense of belonging and receive the support they need.
In this session, we discuss leading accessibility and inclusion principles to support the more than 1 billion people who live with disabling conditions worldwide. In addition, participants will learn about the importance of addressing social barriers in the workplace, such as prejudice, discrimination, stereotypes, infrastructure, and technology. By the end, participants will know more about visible and invisible disabilities, the social model of disability, and the many ways that accessibility must be proactively addressed in the workplace and beyond.
Time and time again, a robust body of research confirms that investing in DEI early on and over a company’s growth journey better positions teams for innovation and success. For many organizations, DEI efforts are reactive, a checkmark, a “nice to have,” or an afterthought—failing to become sustainable and sometimes doing more harm than good. This session will support participants to build intentional DEI practices into the core of their business from the beginning and at early growth stages. Participants will leave with a host of leading foundational practices to integrate into their enterprise.
This session aims to empower leaders to foster more inclusive environments through intentional communication, actions, processes, and behaviours. Leaders will engage with leading practices for engaging with diverse teams and embedding equity and inclusion into the way they go about their everyday work and collaborations. The workshop will be interactive and designed to equip leaders with specific tactics and guiding frameworks to interact with their teams and supervisees in ways that are more conducive to everyone’s well-being, security, success, and sense of belonging.
In this session, we support participants to lead an organization through change and scaling efforts to achieve customized diversity, equity, and inclusion goals and commitments. By learning about inclusive facilitation and presenting, problem-solving and solutions, and engaging in difficult dialogues, participants advance their understanding of the field and practice. At the same time, they will develop skills to help others do the same and feel confident in the process.
This interactive session will explore the need for leaders willing to make mistakes and remain committed to their growth to bring DEI efforts to fruition. Participants will learn about the dangers and limitations of perfectionism, political correctness, and overly punitive and isolating approaches to advancing DEI at your organization. Participants will discuss blockers and opportunities for greater boldness and intention and ultimately learn to value growth over perfection. By the end, leaders should come away with tools for promoting restorative justice, generative dialogue, meaningful apologies, transformative vulnerability on their teams and in their roles.
An organization’s DEI aspirations and initiatives will not succeed without co-ownership and accountability from managers. This interactive session will translate theory into practice and provide managers with tactical ways to promote equity and inclusion in their teams and organizations. Managers will leave feeling confident about interrupting bias at work, addressing inequity, and engaging in meaningful dialogues and conflicts. They will identify opportunities to animate the DEI strategy across the organization so team members of all identities can thrive and find belonging.
In this interactive session, we will explore leading strategies for promoting psychological safety while illustrating the negative impacts of teams governed by fear and insecurity. Participants will learn how to identify behaviours that weaken psychological safety, proactive tactics to reinforce it, and the importance of creating safer and braver workplaces that are ready to take on new challenges with a growth mindset. By the end, session participants will come away with practices to establish trust and support interpersonal risk-taking while meaningfully interrogating their own experiences and blockers relating to psychological safety.
Organizations are often created in the likeness of their founder(s), with their cultures mirroring their original state. As a more diverse group of perspectives, experiences, and needs is developed, leaders must prioritize a refresh of the culture and processes. This session explores ways to give agency to the values of all organizations members, old and new. Participants will reflect on their values, discuss the organization’s current vision, mission, and explicit and implicit norms and determine what works, what doesn’t, and what’s needed. By the end of this session, participants will have created and aligned on a new set of values that more accurately reflect everyone in the organization.
In this session, participants will learn how to build meaningful connections and partnerships with universities, organizations, communities, and people to cultivate diverse applicant pools and recruitment pipelines. Our goal is to leave participants with the ability to create valuable and targeted partnerships using data-informed tactics to promote long-lasting organizational diversity and meet DEI goals.
In this session, we assistant participants in designing an accessible and inclusive applicant experience so applicants do not feel left behind, erased, or treated unfairly when applying to their organization. By the end, participants will have a better sense of leading practices related to creating job postings that utilize inclusive language and embody inclusion. Participants will also be better equipped to avoid unintentional bias in phrasing, standards, and marketing.
In this session, we discuss leading practices for all interviewees to have fair consideration and opportunities to showcase their abilities and value-propositions in the recruitment process. Our goal is to help participants build out interview tools and processes that foster greater diversity, challenge internal biases and subjective evaluations, and create more inclusive interview experiences for candidates. As a result, participants will leave with the confidence to intentionally promote inclusivity in a manner that avoids tokenization.
This session discusses how hiring for “culture fit” can maintain the status quo and exclude prospective candidates who bring new perspectives to your existing workforce. Instead, we encourage participants to adopt the “culture add” paradigm. Participants will learn strategies for gaining new perspectives, backgrounds, and experiences—from resume screening to hiring deliberations—which help organizations be the best they can be.
In this session, participants learn that they must design their efforts intentionally as equity and inclusion are not natural results of diversity. In addition, participants will learn how to create meaningful professional development opportunities and intentional forums for those experiencing marginalization. Participants will come away with strategies that make new team members want to stay with their organization long-term.
This capacity-building session highlights the importance of inclusive and accessible workplace benefits integral to an effective DEI strategy. Participants will learn about workplace perks and benefits essential to retaining and affirming a diverse workforce and crucial administration considerations to embed inclusivity throughout the benefit processes and systems. Who benefits from building an inclusive strategy around employee benefits and workplace perks? Everyone.
his capacity-building session goes beyond a baseline understanding of sexual and gender diversity to outline specific ways for HR and People leaders to support LGBTQIA2+ team members intentionally. Participants learn strategies that put LGBTQIA2+ inclusion into the foundations of HR and People operations that affirm and empower queer team members and help cultivate a more LGBTQIA2+ inclusive workplace culture.
During interactive scenarios tailored to the organization’s context and inspired by honest feedback from colleagues, facilitators will guide leaders in co-creating a safer/braver space where essential topics can be meaningfully unpacked and discussed. The session will empower leaders to productively lean into discomfort, inspiring greater awareness and potential action items to address various DEI issues affecting their teams. By the end, leaders will be better able to openly name the problems facing their workplace and work collaboratively toward potential solutions and mutual understanding.
During this workshop, leaders will engage in an overview of the concept of bias and its harmful (and often unintentional) manifestations in vital organizational areas such as recruitment, hiring, promotion, professional development, workplace culture, and more. The facilitator will review leading interpersonal and institutional practices to challenge discrimination across your organization. Leaders will gain the tools to take an inventory of their personal biases and actions to manage them better. Participants will come away from this workshop ready to design mechanisms, programming, and initiatives to dismantle discriminations’ hold on DEI progress.
Based on Feminuity’s flagship resource, How to Make Caring For Caregivers The New Normal: A Guide for Organizations, this capacity-building session explores how to provide intentional care for caregivers in the workplace. We start by expanding the idea of who counts as a caregiver and unpack some of the biases and stigmas contributing to our limited understanding and lack of formal workplace support for caregivers. From there, we learn how to evaluate the effectiveness of workplace caregiving policies, programs, and procedures and (re)design them to be inclusive for all caregivers. Participants will leave with new skills to support caregivers in the workplace through heightened awareness, new behaviours, and inclusive design tools.
This capacity-building session explores the prevalence of ageism in the workplace and ways to identify and dismantle it. We use an intersectional lens to analyze people’s experiences of ageism in the workplace, including relating to menopause, and tools to challenge various stereotypes and forms of prejudice and exclusion. From there, participants practice evaluating workplace policies, programs, and procedures and (re)design them to be inclusive of all ages. Participants will leave with new skills to support their team across generations in the workplace through awareness, new behaviours, and tools.
This session discusses why an organization’s values and ideals must permeate the entire stakeholder system, including their sales teams. This session illuminates inequitable practices that are far too common in sales while also providing participants with tactical strategies and solutions to mitigate them. DEI for sales teams is not just a nice-to-have.
In this session, we present the opportunity for those in public-facing roles to foster inclusive, affirming, and welcoming spaces and make intentional choices about language and practices. Participants will learn leading inclusive language practices, proper pronoun use, name pronunciation, appropriate greetings, ways to be respectful of religious and cultural observances in the workplace, and leading practices relating to meetings and intakes. This session will enable participants to engage in practical scenarios to cement these lessons and strengthen their skills as people working towards active allyship.
In this session, we provide opportunities for customer-facing roles to foster inclusive, affirming, and welcoming spaces and make intentional choices about language and practices. Participants will learn common exclusionary language mistakes and lead inclusive language practices. We’ll also cover approaches such as pronoun use, names, compliments, and other guiding principles. This session will enable participants to engage in practical scenarios to cement these lessons in their everyday work.
This session aims to empower teams to strategically address issues among colleagues and customers in ways that foster empathy, cement community, and catalyze growth. Leaders will explore ways to articulate boundaries and design working agreements to aid in the psychological safety of themselves and others. Participants will also learn tactics to deal with and deescalate conflicts at work. Participants will practice their learnings through interactive scenarios tailored to their workplace settings. By the end, leaders will come away with more effective and thoughtful ways to act as allies that minimize the risk of insensitivity and alienation while maximizing the opportunity for dialogue, learning, and transformation.
This session discusses the risks of ‘big data,’ analytics, predictive algorithms, and artificial intelligence. We demonstrate how such tools are not more objective than people—but instead—an extension of our collective history and reflect our current behaviours. This session will share examples of technology’s ‘shadow side’ from leading global tech companies and provide a roadmap to progress forward more equitably.
This interactive workshop, tailored specifically for a technical audience, will explore foundational strategies to foster equity and inclusion on teams through thoughtful communication, humble dialogue, and transformative processes. Leaders will learn leading practices around effective apologies, inclusive language, and team empowerment while productively engaging with enduring issues in tech-centric spaces and teams. At the end of the session, attendees will put their learnings into practice through targeted scenarios designed to inspire empathy and encourage active allyship.
This session discusses the need to design inclusive products, services, experiences, and environments. This session will discuss gaps, biases, and misses using case studies from leading technology companies and innovations across various sectors and industries. Regardless of participants’ level of design experience, this session will support them in designing for current and future users by bringing an intentionally inclusive lens to their process.
In this session, participants will be exposed to the ways diversity, equity, and inclusion lives in all organizational practices, even in the creative ones. Here we share leading practices related to creating accessible content and cultivating inclusive social media engagement and the many benefits of centring DEI in marketing and communications. Participants will leave with the understanding that accessible and inclusive marketing and communications are ultimately better for organizations.
In this session, we equip internal DEI champions and leaders with the skills and formal training needed to scale and improve their organization’s DEI journey. In addition, participants will have a better understanding of leading DEI practices, such as gaining buy-in, collecting data, and developing sustainable strategies. Finally, participants will leave this session with the necessary skills and strategies to feel confident about leading their organization through change.
This session supports participants to design Employee Resource Groups (ERGs), Business Resource Groups (BRGs), or affinity groups in an equitable and intersectional manner. In addition, this session motivates participants to think more inclusively, use an intersectional lens, consider a diversity of people and lived experiences when creating their designs, and foster belonging throughout their organization.
This session is designed to help participants shape their DEI council thoughtfully and intentionally, whether you’d like to improve your DEI council or turn your vision into a reality. Participants will be provided with strategies to navigate recruitment, alignment, responsibility allocation, progress, and resources. In the end, councils will feel supported to design sustainable, equitable, and timely strategies—both within the council and in its output.
Highly collaborative work environments and industrious filming schedules mean that entertainment projects have some of the most closely-knit teams out there, yet many still need help finding inclusion and belonging. This interactive session explores leading practices to foster and affirm diversity on set. Session participants learn about critical diversity, equity, and inclusion considerations in entertainment spaces and explore practical strategies to act as bias disruptors, inclusive leaders, and active bystanders.
This session discusses the ever-present need to centre accessibility and inclusion in remote or virtual working environments. Participants will learn innovative approaches to effective remote meetings, building inclusive remote teams, and fostering belonging through remote socialization. These are skills they can take into their virtual meetings from the day they leave the session to long-term strategies into the future.
This session equips people leaders with the tools and skills required to create inclusive environments that recognize political injustice, denounce discrimination, and model equity-driven behaviour during times of political crisis and/or collective trauma. Leaders will learn how to develop formal responses to global events, centre the needs of those experiencing marginalization, hold safer/braver spaces, and differentiate self-care from apathy.
Every team faces unique challenges in animating culturally relevant DEI efforts. In this session, participants will learn the importance of globalizing DEI efforts. We will engage with global perspectives for Land Acknowledgements, learn to deconstruct westernized practices of DEI to expand into multiculturalism and develop a shared language of key definitions to deepen participants' understanding of these concepts. We will discuss implementing the session learnings to animate a more globalized approach to DEI efforts. By the end, participants will be better able to identify workplace opportunities to create more multiculturally inclusive DEI efforts.