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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 combating inequity and set goals and commitments to become better allies.
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 LGBTQ2+ 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 LGBTQ2+ inclusive workplace culture and affirm and empower queer team members.
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.
In this session, we discuss inclusive and equitable leadership principles to support leaders in identifying barriers and opportunities related to systems of power, privilege, and influence - from promotion to hierarchy, to pay. We offer an overview of these core strategies and support participants to lead from understanding and awareness to make more educated and thoughtful decisions that empower teams to do their best work.
In this session, we support participants to lead an organization through change and scale efforts to reach customized DEI goals and commitments. By learning about inclusive facilitation and presenting, problem-solving and solutions, and engaging in difficult dialogues, participants advance their understanding of DEl. At the same time, they will develop skills to help others do the same and feel confident in the process.
Participants will learn how to build meaningful connections and partnerships with universities, organizations, communities, and people to cultivate diverse applicant pools and recruitment pipelines in this session. 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 support participants to design 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 learn how to build interview committees to foster greater diversity, combat internal biases and subjective evaluations, and design inclusive interview processes. As a result, participants will leave with the confidence to intentionally promote inclusivity in a manner that avoids tokenization.
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 and provide strategies that make new team members want to stay with their organization long-term.
This session discusses how inclusive and accessible workplace benefits are 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.
While many have a baseline understanding of sexual and gender diversity, this session delves deeper into the unique struggles the LGBTQ2+ community faces in the workplace and outlines specific ways for leaders to be more intentional in their support. Participants are provided with a host of potential initiatives to implement or refine that affirm and empower queer team members and give their teams the information they need to co-create a more LGBTQ2+ inclusive workplace culture. By the end, participants will have strategies that put LGBTQ2+ inclusion in the foundations of HR and People operations.
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. According to research from Salesforce, 90% of consumers believe that organizations have a responsibility to look beyond profit and improve the state of the world.
In this session, we present the opportunity for those in 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 leading inclusive language practices. We’ll also cover approaches such as pronoun use, names, compliments, and other guiding principles. Finally, this session will allow participants to engage in practical scenarios to cement these lessons daily.
This session addresses the problem with a “women-first” or “gender-centric” approach to advancing women in the workforce. This session demonstrates how initiatives meant to help women often devote less attention and resources to women with multiple marginalized identities. Participants will learn about 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. Finally, they will leave with an appreciation of the infinite complexities of gender identity and expression beyond the binary.
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 move forward more equitably.
In this session, participants will be exposed to the ways DEI lives in all organizational practices, even in the creative ones. Here we share leading practices related to creating accessible content, cultivating inclusive social media engagement, and reaping digital marketing and communications benefits when they centre DEI. 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.
In this session, we discuss 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. No matter what participants design, this session will support them to design for current and future users by bringing an intentionally inclusive lens to their process.
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 strategies that are sustainable, equitable, and timely - both within the council and in its output.
This session discusses the ever-present need to centre accessibility and inclusion in remote or virtual working environments. Participants will learn innovative approaches to conducting effective remote meetings, building inclusive remote teams, and fostering belonging through remote socialization. These are skills they can take into their remote meetings from the day they leave the session to long-term strategies into the future.
Participants will delve into the dangers and limitations of perfectionism, political correctness, and overly punitive and isolating approaches to advancing DEI. This interactive session will explore the need for leaders who are willing to make mistakes and remain committed to their growth to bring DEI efforts to fruition. Participants will discuss blockers and opportunities for greater boldness and intention. By the end, leaders should come away with tools for promoting restorative justice, generative dialogue, meaningful apologies, and transformative vulnerability on their teams and in their roles.
