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This two-day interactive training equips leaders and teams with the knowledge and tools to build a truly inclusive workplace where every employee feels valued, heard, and empowered. Participants will explore unconscious bias, psychological safety, inclusive leadership, and equitable workplace practices through discussions, real-world case studies, and hands-on activities. The training also covers allyship, inclusive communication, and conflict resolution to create a culture of belonging. Attendees will leave with practical strategies to drive meaningful change, foster diverse perspectives, and sustain a high-performing, inclusive work environment that enhances employee engagement, innovation, and organizational success.
Unconscious biases shape workplace decisions, often without awareness. This session explores how biases form, their impact on hiring, promotions, and daily interactions, and strategies to mitigate them. Attendees will learn practical tools to challenge assumptions, foster objectivity, and build a more inclusive and equitable workplace.
Psychological safety is the foundation of high-performing, inclusive teams. This session teaches leaders and employees how to foster trust, encourage open dialogue, and create an environment where individuals feel safe to share ideas, voice concerns, and take risks without fear of judgment or negative consequences.
Leaders play a critical role in shaping workplace culture. This session explores inclusive leadership behaviors, how to foster equity, and strategies for building trust, accountability, and empathy. Attendees will learn how to model inclusivity and create a workplace where every employee feels valued and empowered to succeed.
True inclusion requires active support. This session defines allyship and provides actionable ways to advocate for underrepresented employees. Attendees will learn how to use their privilege to amplify diverse voices, intervene in non-inclusive behaviors, and contribute to a workplace culture of equity and belonging.
Talking about diversity and inclusion can feel uncomfortable, but meaningful change requires open dialogue. This session equips participants with tools to engage in productive, respectful conversations about bias, equity, and inclusion. Attendees will learn how to listen with empathy, manage conflict, and create safe spaces for discussion.
Microaggressions—subtle, often unintentional acts of bias—can erode workplace culture and belonging. This session helps participants recognize microaggressions, understand their impact, and develop strategies to address them effectively. Attendees will leave with tools to create a more respectful and inclusive work environment for all employees.
Diversity starts with equitable hiring and promotion processes. This session explores how to reduce bias in recruitment, create fair evaluation criteria, and ensure leadership opportunities are accessible to all. Attendees will learn best practices for building diverse, high-performing teams through inclusive hiring and career development strategies.
Employees experience the workplace differently based on their multiple, intersecting identities. This session explores how race, gender, disability, and other factors shape inclusion and career advancement. Attendees will gain insights into intersectionality and learn how to implement policies that support diverse employees’ unique needs.
Language plays a key role in fostering inclusion. This session teaches participants how to use inclusive language, avoid exclusionary phrases, and improve cultural awareness. Attendees will also learn active listening techniques and strategies for fostering respectful, open communication in diverse workplaces.
Inclusion requires ongoing effort and accountability. This session covers how to measure workplace inclusion, track progress, and sustain long-term change. Attendees will learn how to gather employee feedback, assess engagement levels, and implement effective DEI (Diversity, Equity, and Inclusion) initiatives that foster continuous workplace improvement.
While Diversity, Equity, and Inclusion (DEI) Training and Inclusion & Belonging Training are closely related, they have distinct focus areas, objectives, and approaches.
Inclusion and Belonging training
Aspect | DEI Training | Inclusion & Belonging Training |
Primary Focus | Policies, equity, systemic DEI efforts | Workplace culture, relationships, and emotional safety |
Key Audience | HR, leadership, decision-makers, all employees | Leaders, managers, teams, and employees |
Approach | Strategic, compliance-driven, data-backed | Cultural, behavioral, experience-driven |
Outcome | Fair policies, diverse leadership, equitable growth | Higher employee engagement, trust, and team cohesion |
Example Training Topics | Unconscious Bias, Equitable Hiring, DEI Metrics | Psychological Safety, Empathy, Belonging, Inclusive Leadership |
Final Thought:
DEI Training ensures that systems, policies, and structures are equitable and diverse.
Inclusion & Belonging Training ensures that people feel valued, included, and connected in the workplace. Both are essential and complementary—DEI lays the foundation, while Inclusion & Belonging builds the human experience on top of it.
We offer a diverse range of Inclusion and Belonging training programs tailored to enhance the Culture of Belonging. Individual topics can be seamlessly integrated to create a customized training agenda aligned with your organization’s specific goals and objectives. All programs can be personalized based on industry, audience, or organizational needs to ensure relevance and impact. For a comprehensive list of available topics or to request a sample agenda, please complete the Contact Us form or email us at info@theunstoppablegroup.com. We look forward to collaborating with you to design a training solution that drives meaningful results.
Unstoppable Performance Leader is committed to respecting the privacy of individuals and recognizes a need for the appropriate management and protection of any personal information that you agree to provide to us. We will not share your information with any third party outside of our organization, other than as necessary to fulfill your request.