Instructor-led Training Course Catalogue

Course List (Alphabetical Order)

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Gender in the Workplace

Description

This training session provides a strong foundation of knowledge on the topic of gender and how gender diversity impacts the workplace. Participants have the opportunity to reflect on their own gender identity. The training addresses gender stereotypes as well as gender dynamics in the workplace. Participants will also learn about the concept of intersectionality through a gendered lens.

Primary Learning Outcomes

By the end of the session, participants will be able to:

  • Distinguish the concepts of gender identity, gender expression and sex.
  • Interact and become familiar with diverse gender identities.
  • Recognize the impact of gender stereotypes in the workplace.
  • Use intersectionality through a gendered lens as a framework to relate to different experiences of privilege and marginalization around gender.

Audience

From employees to managers to senior leaders and executives, people of all gender identities can benefit from this session to create more inclusive workplaces.

Agenda

  • What is gender?
  • Digging deeper: Exploring gender
  • How does gender show up at work?
  • A gendered lens

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History of Racism and Colonization in Canada

Overview

This module assists participants to understand the impact and legacy of colonialism by examining the history of racism and colonization in Canada.

Primary Learning Outcomes

By the end of the session, participants will be able to:

  • Differentiate the concepts of imperialism and colonialism
  • Identify some of the foundational laws that were used as tools of oppression
  • Review the pseudo-scientific race theory that was used to justify racism, racial inferiority, and racial superiority.
  • Discuss how the legacy of colonialism, slavery and racism is reflected in the systemic racism against racialized populations that takes place every day in Canada.
  • Understand colonization is the practice of imperialism through a process of assuming control of someone else’s territory and applying one’s own systems of law, government, and religion.
  • Understand Canadian multiculturalism is an effort to reconcile the cultural diversity and heritage of the country through policies that create an opportunity for different cultures to contribute to society on equal footing.

Audience

From employees to managers to senior leaders and executives, diversity and inclusion fundamentals is an introductory session suitable for everyone.

Agenda

  • Introduction
  • Definition of terminology
  • Diversity dimensions
  • Diversity in the Canadian labour force
  • The business case for inclusion, diversity, equity, and accessibility (IDEA)

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How To Be an Ally to Racialized People

Description

This training session focuses on learning what allyship means, especially when it comes to racialized people. It presents strategies to effectively act as an ally and shares some actions that are counterproductive. The session also features a case study activity and practical takeaways that people can implement immediately.

Primary Learning Outcomes

By the end of the session, participants will be able to:

  • Understand the concept of allyship in relation to racialized people
  • Distinguish effective and less useful strategies of allies
  • Apply allyship principles in their workplace

Audience

From employees to managers to senior leaders and executives, as well as people of all identities, anyone can learn to become an ally and create a more inclusive workplace for all.

Agenda

  • What does it mean to be an ally?
  • Strategies to act in allyship with racialized people
  • Case studies
  • Takeaways

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IDEA Fundamentals

Description

This program acts as an information session to ensure that everyone is on the same page about the topic of inclusion, diversity, equity, and accessibility (IDEA). By leveraging the experience of participants through discussions and group activities, we explore our own dimensions of diversity and the benefits of creating an inclusive, diverse, equitable, and accessible (IDEA) workplace.

Primary Learning Outcomes

By the end of the session, participants will be able to:

  • Differentiate between representation and diversity, and between equity, equality, and inclusion.
  • Understand how their own dimensions of diversity impact their worldview and workplace behaviours.
  • Reflect on the diversity in Canada compared to the diversity in the labour force.
  • Describe the business case for developing a work culture that values diversity and is inclusive of all.

Audience

From employees to managers to senior leaders and executives, IDEA Fundamentals is an introductory session suitable for everyone.

Agenda

  • Definitions of IDEA terminology
  • Diversity dimensions
  • Diversity in the Canadian labour force
  • The business case for IDEA

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Including Persons with Disabilities

Description

This training session shares valuable information to better understand disability in Canada, its impact on the workplace, as well as important strategies to improve the inclusion of persons with disabilities in the workplace. Participants will reflect on able-bodied privilege, ableism, inclusive design, and accommodations.

Primary Learning Outcomes

By the end of the session, participants will be able to:

  • Use appropriate terminology related to disability and persons with disabilities.
  • Better understand disability, its prevalence in Canada and its impact on the workplace.
  • Implement strategies and principles to improve inclusion for persons with disabilities in the workplace.
  • Recognize instances of ableism and able-bodied privilege around them.

Audience

From employees to managers to senior leaders and executives, and people of all abilities, everyone can contribute to a more inclusive workplace for all.

Agenda

  • Terminology
  • Disability in Canada
  • Impact on the workplace
  • Inclusion for persons with disabilities
  • Addressing the attitudinal barrier

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Inclusive Communication

Description

This training session focuses on inclusive communications by studying some of the ways we communicate. We review barriers to inclusive communication, explore inclusive language and principles around different equity-seeking groups, and share some practical inclusive communication guidelines.

Primary Learning Outcomes

By the end of the session, participants will be able to:

  • Understand some of the barriers to communication
  • Engage with culture in relation to communication
  • Expand their knowledge of the language used in relation to several equity-seeking groups
  • Learning some practical guidelines for inclusive communications

Audience

From employees to managers to senior leaders and executives, as well as people of all identities, anyone can learn to communicate more inclusively and integrate inclusive communication principles in their everyday work.

Agenda

  • What is inclusive communication?
  • Ways we communicate
  • Barriers to inclusive communication
  • Inclusive language: Equity-seeking groups
  • Inclusive communication guidelines
  • Call to action

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Inclusive Leadership

Description

In today’s workplace, inclusive leadership is an organizational imperative. This session unpacks the traits of inclusive leadership, gives participants an opportunity to reflect on their inclusive leadership strengths and opportunities and provides them with a forum to discuss how to apply inclusive leadership traits to the teams and/or projects they lead.

Primary Learning Outcomes

By the end of the session, participants will be able to:

  • Strengthen their inclusive leadership competencies.
  • Reflect and discuss their strengths and developmental opportunities in inclusive leadership.
  • Identify and commit to opportunities to apply inclusive leadership in the workplace.

Audience

This session is ideal for anyone who is motivated to develop their inclusive leadership skills.

Agenda

  • What is leadership?
  • Traits of an inclusive leader
  • Inclusive leadership: an organizational imperative
  • Inclusive leadership in action

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Indigenous Inclusion

Description

As part of the recommendations laid out in the Truth and Reconciliation Commission (TRC) report, this vital workshop offers employers and team members the opportunity to build solid relationships with Indigenous communities and Indigenous team members, thus harnessing the strength of an engaged workforce. We will help debunk some myths and give you access to data and information to help you build solid relationships with your local Indigenous community. You will also learn practical approaches to evaluate and improve your current strategy or to begin the development of your strategy.

Primary Learning Outcomes

By the end of the session, participants will be able to:

  • Describe Indigenous intersectionality
  • Bust myths about Indigenous peoples
  • Summarize the purpose of reconciliation
  • Discuss their role in reconciliation in the workplace
  • Review the TRC Calls to Action around employment
  • Discuss creating inclusive spaces in the workplace

Audience

From employees to managers to senior leaders and executives, as well as people of all identities, anyone can learn to communicate more inclusively and integrate inclusive communication principles in their everyday work.  

Agenda

  • Introduction
  • History, context, and today’s reality
  • Advancing Reconciliation: from Awareness to Action

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Introduction to Cultural Competence

Description

This program supports a learner’s self-exploration to understand the concept of cultural competence. The objective of this program is to help participants understand the fundamental concepts of culture, so they can work toward being more culturally competent in their interactions with individuals from different cultural norms.

Primary Learning Outcomes

By the end of the session, participants will be able to:

  • Identify the components of culture and cultural competence.
  • Understand the role and benefits of cultural competence in business.
  • Reflect on their own cultural competence.
  • Apply strategies and steps to improve their own cultural competence.

Audience

This session is valuable for team leaders at any level: middle managers, D&I leaders, and senior leaders, particularly those who lead multicultural teams, or those who are leaders in multinational organizations.

Agenda

  • Key concepts in cultural competence.
  • The imperative for developing cultural competence.
  • Dimensions of culture – How do we differ from each other?
  • The way forward - Practical methods for developing cultural competence.

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Introduction to Unconscious Bias

Description

This program tackles one of the most pervasive barriers to inclusion in the workplace: unconscious bias. By leveraging the experience of participants through discussions and group activities, we explore the sources and mechanics of bias as well as its impact in the workplace. We then provide participants strategies that they can use to increase awareness and mitigate the impact of bias in the workplace.

Primary Learning Outcomes

By the end of the session, participants will be able to:

  • Differentiate bias, stereotype, prejudice, and discrimination.
  • Evaluate their reliable sources of bias.
  • Reflect on their biases.
  • Recognize workplace behaviours and decisions that bias may influence.
  • Apply strategies to manage the effects of unconscious bias in the workplace.

Audience

From employees to managers to senior leaders and executives, our learning program adapts to the audience.

Agenda

  • Definition of terminology
  • Brain science and bias
  • The impact of bias: discrimination and microaggressions
  • Strategies to manage bias
  • Q&A and conclusion

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LGBTQ2+ Inclusion

Description

This training session provides important information about LGBTQ2+ communities, including terminology. It helps participants reflect on their identities and privileges, and better understand how to attract and retain LGBTQ2+ talent by creating inclusive workplaces.

Primary Learning Outcomes

By the end of the session, participants will be able to:

  • Better understand LGBTQ2+ terminology
  • Understand the differences between sexual orientation, gender identity, gender expression, romantic attraction, and sexual attraction
  • Identify employer responsibilities by reviewing legislation
  • Identify strategies for talent attraction through an LGBTQ2+ lens
  • Identify strategies for talent retention through an LGBTQ2+ lens

Audience

From employees to managers to senior leaders and executives, and for people of all gender identities and sexual orientations, everyone can benefit from learning about LGBTQ2+ identities to create more inclusive workplaces for all.

Agenda

  • Language: Breaking down the alphabet
  • What’s the difference between sexual orientation and gender identity and expression?
  • The way forward: Creating LGBTQ2+ inclusive workplaces
  • Talent attraction: How to attract LGBTQ2+ talent
  • Talent retention: How to keep LGBTQ2+ people
  • Self-identification: What to ask and what not to ask

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Managing Bias in Hiring

Description

This program tackles the very practical aspect of hiring for an organization with an inclusive lens. Specifically, how to manage bias as part of the hiring process. We break down this process, identify the areas of potential bias that may hinder your organization, and offer solutions for navigating and minimizing bias in hiring.

Primary Learning Outcomes

By the end of the session, participants will be able to:

  • Identify when bias might affect hiring decisions.
  • Recognize the possible consequences of bias in the hiring process.
  • Develop alternative approaches to help minimize the effects of bias on hiring.

Audience

This session is for anyone but may prove particularly valuable for middle managers, D&I leaders, recruiters, or anyone who is involved in or has an impact on the hiring process.

Agenda

  • Introduction
  • Bias mitigation principles
  • Seven Strategies to reduce opportunities for bias
  • Case Studies

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Managing Microaggressions

Description

If left unchecked, disrespectful behaviours can set the path for micro-aggressions, harassment and discrimination to thrive. This 1-hour session will provide participants with a deeper understanding of the types of microaggressions, with examples and case study scenarios. Participants will consider how they can respond as the recipient or witness of a microaggression, as well as how to respond if they have been called out as an initiator.

Primary Learning Outcomes

By the end of the session, participants will be able to:

  • Identify different types of micro-behaviours.
  • Apply strategies to respond in difficult situations, as the recipient of disrespectful behaviour, as a manager/people leader, and as the perpetrator.

Audience

From employees to managers to senior leaders and executives, as well as people of all identities, anyone can benefit from learning more about micro-behaviours and the actions we can take when we come across them.

Agenda

  • Positive participation
  • What are microaggressions?
  • Managing microaggressions
  • Case Studies
  • Micro-affirmations
  • Summary

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Moving from Unconscious to Conscious

Description

There are many factors that influence an organization’s culture, not the least of which is the diversity of the workforce. Left unchecked, organizational cultures can evolve in ways that encourage risk or adverse behaviours, and negatively impact employee engagement and inclusion. This workshop gives participants insight into how the written and unwritten rules in an organization can negatively impact employees with diverse backgrounds and identities. We will address types of bias, the potential outcome of unconscious bias in the workplace, and provide personal strategies to mitigate the impact of these biases.

Primary Learning Outcomes

By the end of the session, participants will be able to:

  • Recognize how organizational culture is formed and influenced by the members.
  • Identify how our own diversity dimensions can contribute to our biases and impact organizational culture.
  • Develop practical strategies to mitigate our biases.
  • Understand how to be an effective ally in the workplace, contribute to reducing diversity debt, and foster an inclusive culture.

Audience

From employees to managers, to senior leaders and executives. This session is accessible to all audience levels.

Agenda

  • Introduction
  • Organizational culture
  • Unconscious bias
  • Taking action

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Race and Ethnicity in Canada

Description

This session examines the impact of race and ethnicity in Canada and provides the learner with suggestions on how to address racism at an organizational level. This is done by unpacking terminology, breaking down the social construct of race and manifestations of racism, and understanding the social and organizational impacts of racism. This session will also analyze strategies on how to build anti-racist workplaces.

Primary Learning Outcomes

By the end of the session, participants will be able to:

  • Differentiate between race, ethnicity, and nationality.
  • Create a safe/brave space to have conversations about race.
  • Evaluate and call in or call out racist practices, behaviours, and language.
  • Apply principles and strategies to move from not racist into anti-racist workplaces.

Audience

From employees to managers to senior leaders and executives, and for people of all identities, this training session can help everyone perceive themselves as intersectional individuals and create anti-racist workplaces.

Agenda

  • Breaking down the theory
  • Racism in the workplace
  • Moving from inclusive Workplaces to Anti-Racist Workplaces

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Race and Racism in the Canadian Workplace

Description

Racism exists in Canadian society and, as such, it is important to look at racism in our work environments, as our workplaces are microcosms of the wider society. Race is a social construct, and can lead to biases, stereotypes, and discrimination. This workshop looks at ways in which racism shows up in the workplace. It outlines how organizations can move from inclusive workplaces to anti-racist workplaces and describes specific strategies to achieve this transition.

Primary Learning Outcomes

  • By the end of the session, participants will be able to
  • Explain the concepts of race, ethnicity and nationality
  • Identify several ways that racism can show up in the workplace
  • Apply strategies to move from an inclusive workplace to an anti-racist workplace

Audience

This session is for all who want to learn about how racism manifests in the workplace and to develop strategies that can lead to an anti-racist workplace.

Agenda

  • Breaking down the theory
  • Racism in the Canadian workplace
  • Moving from inclusive to anti-racist workplaces
  • Summary

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Respect in the Workplace

Description

If left unchecked, disrespectful behaviours can set the path for micro-aggressions, harassment and discrimination to thrive. That is why employees at all levels need to understand how respect is defined in the workplace, as well as examples of disrespectful behaviour in all of its forms, and strategies to it effectively in the workplace.

Primary Learning Outcomes

By the end of the session, participants will be able to:

  • Understand the inter-relatedness of diversity, inclusion, bias, stereotype and respect
  • Understand the behaviours and attitudes that define respect
  • Distinguish between forms along a continuum of disrespect such as harassment, bullying and micro-inequities
  • Understand when and how to implement suggested strategies for responding to these forms of disrespect based on their role and different situations

Audience

This session is ideal for anyone who wants to gain deeper insight into how to recognize disrespectful behaviour and use strategies to respond to disrespect.

Agenda

  • Review definitions (Respect: concept of, kinds of, elements of)
  • Behavioural continuum (Micro-inequities, micro-aggressions, Harassment and discrimination, Bullying and Violence
  • Strategies to address disrespect

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The Intersections of Race and Other Identities

Description

This training session focuses on the concept of intersectionality as it relates to race. The intersections of race and other identities experience privilege and marginalization in different ways. It is important to understand that each of us is a unique intersection of identities and can experience marginalization in compounded ways.

Primary Learning Outcomes

By the end of the session, participants will be able to:

  • Grasp the concept of intersectionality in relation to their own identity
  • Understand how the intersections of race with other identities can create compounded and unique marginalization
  • Realize the impact of intersectional identities in the workplace
  • Apply principles of intersectionality to help create inclusive workplaces

Audience

From employees to managers to senior leaders and executives, and for people of all identities, this training session can help everyone perceive themselves as intersectional individuals and create more inclusive workplaces.

Agenda

  • Understanding our identities: The identity iceberg
  • Breaking down the theory: What is intersectionality?
  • Intersections of race and other identities
  • Intersectional impacts in the workplace
  • Case study
  • Intersectionality in practice

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Understanding Episodic Disabilities

Description

Episodic disabilities are life-long conditions – such as diabetes, HIV, cancer, and multiple sclerosis – marked by fluctuating, and unpredictable, periods of wellness and illness. The unpredictable nature of episodic disabilities can lead to several workplace challenges. This 1-hour session provides an overview of the types of episodic disabilities as well as their prevalence. Participants will learn more about what they can do, as someone living with an episodic disability, or as a manager or supervisor to create and maintain an inclusive workplace.

Primary Learning Outcomes

By the end of the session, participants will be able to:

  • Identify types of episodic disabilities and their impact on the workplace.
  • Identify workplace barriers.
  • Reflect on workplace accommodations for employees living with episodic disabilities.
  • Initiate conversations about episodic disabilities.

Audience

From employees to managers to senior leaders and executives, as well as people of all identities, nearly everyone knows someone who is living with an episodic disability. Anyone can benefit from learning more about the different types and the prevalence of episodic disabilities, as well as inclusive workplace strategies.

Agenda

  • Positive participation
  • What are episodic disabilities?
  • Episodic disabilities and the workplace
  • Impact of episodic disabilities on the individual
  • What can I do?
    • As someone with an episodic disability
    • As a manager/supervisor

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Understanding Privilege

Description

This one-hour session explores the important but often misunderstood topic of privilege.  Participants will have an opportunity to understand this topic in-depth and learn strategies to use their privilege in positive ways for their colleagues and the organization.

Primary Learning Outcomes

By the end of the session, participants will be able to:

  • Define and identify their privileges
  • Reflect on the impact of privilege on themselves and others in their workplace
  • Learn and adopt strategies to use their privilege in positive ways for others in their organization

Audience

This session is ideal for anyone who is interested in learning about what privilege is all about, the impact it can have, and strategies to use it for the greater good.

Agenda

  • What is privilege?
  • How privilege works
  • How to use your privilege wisely
  • How to be an ally

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