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Diversity, Equity, and Inclusion

Turn on the news today, and you’re likely to see stories about how individuals and communities are disadvantaged or marginalised based on a facet of their diversity.

Whether it’s race, religion, sexual orientation, or age – real challenges are being faced, and we can’t assume that the issues stop at the door of the workplace.

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Our Diversity, Equity and Inclusion Offering

More and more organisations are getting serious about diversity, inclusion and belonging, and for good reason.

Diverse and inclusive companies outperform those that aren’t. Greater gender diversity on executive teams drives better financial outcomes and better adoption of change. Staff feeling like they belong contributes to higher engagement, lower attrition, and better customer service.

But aside from all of that, it’s just the right thing to do.

If any of the issues below have been raised in your organisation, it might be time to consider some diversity training programs to help you move forward.

Signs that it’s time to invest in Diversity, Equity and Inclusion training

  • Your top executives all look the same: usually stale, male, and pale.
  • Employees don’t feel safe to speak up.
  • Everyone might be treated equally, but not equitably.
  • Inappropriate jokes or pervasive and offensive stereotypes are common.
  • You’re not hearing any dissenting voices or different perspectives on important topics.
  • You can’t seem to hire the best talent, despite offering great packages.
  • People often break promises and agreements.

So, what can be done about it?

Did any of these sound familiar? If so, let’s have a chat about how we can put together a diversity and inclusion course that suits your organisation’s diversity, inclusion and belonging agenda and ambitions.

We love that the DEI space is continuing to evolve!
It keeps us on our toes and means that our offering continues to grow. Here’s just a small handful of the types of modules we offer.


Did you know that people are more likely to donate money to hurricane relief efforts when the name of the hurricane starts with the same letter of the alphabet as their own name?

Did you know that men’s voices are perceived to be more logical, persuasive, and fact-based than women’s, even when they’re reading the same script?

These are just two examples of how unconscious bias shows up, but our they permeate almost everything we do. We’ll never be free of bias, but our unconscious bias workshops help your learners to understand and mitigate them by examining our preferences and identifying practices we can commit to so we create more inclusive workplaces.


Hybrid work is here to stay. If the ‘great resignation’ triggered by the pandemic has taught us anything, it’s that people are demanding a better life balance.

Now, it’s not all smooth sailing. Hybrid meetings can be the pits, technology routinely fails, and sometimes we just miss being able to pop over to the other side of the office for a quick chat. There are a bunch of pros to hybrid work, and plenty of drawbacks. In our sessions we explore the practices we can adopt to make the most of hybrid, including wellbeing check-ins, understanding accountability, and trust.


To be frank, there’s nothing micro about microaggressions. These are the often unintended, casual, everyday statements and actions which get in the way of belonging. These moments in time build up and can wear people down and make them feel uncomfortable and unwelcome in the workplace.

The truth is, we’ve all probably committed a microaggression at some stage. Join us to learn more about them, and what we can do to call them out.


Being treated with dignity and respect is something that everyone should experience in the workplace. Working in an environment that’s free from bullying, discrimination, and harassment is something that needs to be worked on constantly.

Everyone from the C-suite to the frontline needs to ensure they are working towards an environment of understanding and awareness and be able to tactfully challenge behaviours that go against this goal.

What else…?

It’s safe to say that everyone within an organisation can benefit from equality, diversity and inclusion training from HR, sales teams and team members with customer-facing roles, particularly if working with people from diverse backgrounds or a marginalised minority. Whether it’s frontline staff or the executive team, a training session is a visible and sincere commitment to creating a culture of inclusion and belonging.

But, let’s be clear – diversity, equity and inclusion work can be sensitive, awkward, and challenging. So that’s why we ensure we model an inclusive and psychologically safe space for learning to occur.

When teams complete our diversity and inclusion training courses, they learn about a range of issues and problems others face, which they may not even be aware of and, in some cases, may even be contributing to.

Our training helps them to lean into empathy and inclusion, not only in individual workplace relationships with stakeholders but also at the collective, culture-shaping level.

You’re in good company!

Whether it’s a small business in Brisbane, or a leading global health organisation in Switzerland, we partner with great organisations doing wonderful things. Each of them united by a common desire to provide meaningful and impactful training courses and learning solutions to their teams. Will you be next?



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