Trainings, workshops, and webinars
Diversity, Equity & Inclusion

Caring for the image, preventive actions, increased innovation, or simply building a sense of belonging? Whatever needs are behind your actions, we can support you.

Training in the basics of DEI introduces participants to understanding diversity, equity, and inclusion in the workplace. Participants gain knowledge about creating an environment that fosters diversity, eliminates barriers, and promotes equal opportunities. Webinars, training sessions, and workshops aim to unify knowledge, develop interpersonal skills, and raise awareness of the need for implementing changes that are crucial for building effective diverse teams and an inclusive organizational culture.

Intercultural competence is no longer a skill of the future but of the present! Organizations aiming for effective functioning invest in training for skills in collaborating with people from diverse cultural backgrounds, which enables the development of more open and effective business relationships on a global scale.

Key topics covered in intercultural competence training include identifying and understanding cultural differences, intercultural communication, managing conflicts arising from cultural differences, and developing awareness of one’s own biases and stereotypes. Participants also gain skills in adapting to different cultural contexts and effectively operating in an intercultural business environment.

Training in managing generational differences is a crucial step for companies aiming to gain a competitive edge by creating a work environment that not only tolerates age differences but also leverages them as a key to success. Otherwise, each generation clings to its own principles, blocking the flow of ideas and limiting the potential for innovation.

The training covers key topics such as understanding the characteristics of different generations, identifying differences in expectations and motivations between them, and strategies for effectively managing age diversity within a team. Participants also learn how to handle potential conflicts or challenges related to managing generational differences and how to build synergistic relationships.

Companies that wish to create a workplace free from discrimination and full of acceptance for all employees often seek workshops on LGBTQ+ allyship. By investing in these trainings, organizations can actively promote equality and inclusion in the workplace, take preventive measures to reduce the risk of discriminatory behavior, and address issues of inappropriate treatment of employees.

During LGBTQ+ allyship training, key topics related to gender identity and sexual orientation are discussed to ensure these subjects are not considered taboo. We also share ways in which organizations can create an environment that fosters support and acceptance for all employees. Participants gain knowledge about the issues and challenges LGBTQ+ individuals may face in the workplace and explore practices that can help them become active allies and creators of an inclusive environment.

The word ‘gender’ has recently become a common term in Poland.  This has a business rationale—data shows that companies  investing in gender equality achieve better results. At the same time, it is an area increasingly regulated by legislation. This makes gender balance a must-have for every company.

The trainings and workshops we offer on gender equality provide clients with a wide range of options to address various challenges in this area: from awareness sessions on the importance of gender equality for business, to gender equality training, eliminating gender biases and stereotypes, balancing professional and caregiving roles, contemporary approaches to gender sensitivity, and finally, developmental training for women in leadership competencies.

A separate offering in our portfolio is our proprietary series of workshops designed to empower women in their career development, based on the Leading Women program. We offer this in both closed and open formats.

Inclusive leadership is the key to success in implementing DEI in any organization. Without engaged, aware, and competent leaders, any initiatives will remain mere ‘actions’ and ‘good ideas.’ To translate these into actions aligned with the business strategy, a responsible and sensitive management team is needed. Increased competition, which demands greater innovation from companies, along with the battle for talent, necessitates adapting management styles, motivation strategies, and communication to a diverse workforce. All of this becomes a key competency of the 21st century.

For companies beginning to work in this area, we offer introductory webinars and training sessions that build awareness and establish the foundations of managerial responsibility in this field. For organizations that have already made initial progress, we offer the Inclusive Leadership Academy – a comprehensive development program that not only provides knowledge and skills but also builds engagement and fosters a role model mindset in the area of DE&I within the organization. We support top managers in finding the source of strength to tackle the most challenging leadership issues, discovering new paths for action, and connecting with the diverse aspects of their identity through our holistic Leadership Development Intensive program.

Neurodiversity is a concept that describes all of us, as each of us has a different brain and a unique personality. We also differ in our needs and preferences, which affect how we function within society. Although certain social norms (such as ways of communicating or forming relationships) may seem obvious to most people, they can present significant barriers for 15-20% of individuals, both professionally and beyond. At the same time, these individuals (referred to as neurodivergent) often bring immense value to organizations through their unconventional problem-solving perspectives, creativity, or meticulous attention to detail.

Neurodiversity training can cover a range of topics related to neurological differences and their impact on individual functioning. Sample topics that may be covered in such training include: Neurological Differences: Understanding brain and nervous system diversity, including variations in sensory processing, perception, and learning styles; discussion of autism, ADHD, dyslexia, and their impact on behavior and daily functioning; Work Environment Adaptations: Techniques for adjusting the work environment to accommodate individuals with various neurological differences, such as sensory, organizational, or communication adjustments; Communication and Collaboration: Understanding different communication and work styles of individuals with neurological differences, and learning effective communication strategies and collaboration techniques in teams with diverse needs and skills; Eliminating Stigmatization: Education on myths and stereotypes associated with neurological differences, and promoting respect, tolerance, and empathy towards individuals with neurological diversity.

For a company to develop towards a more sustainable and socially equitable business model that considers the needs of all employees, managers and staff must acquire the knowledge and skills necessary to effectively support individuals with various types of disabilities throughout every stage of the employee lifecycle. It’s worth investing in them.

During disability training, key topics include different types of disabilities, environmental accommodations, and communication and collaboration with individuals with disabilities. Participants gain knowledge about employment law related to disabilities and techniques for supporting individuals with disabilities in the workplace.

Individual differences refer to the variation in traits, characteristics, and preferences among people. These include differences in areas such as personality, skills, learning styles, and communication preferences. They can arise from biological, genetic, environmental, social, or cultural differences. They can manifest in various areas of life, such as work style and approach to tasks, response to stress, ways of forming interpersonal relationships, and decision-making processes. These differences are often seen as stable traits of an individual that influence their behavior in various life situations. As a result, each person is a unique individual with their own traits and experiences that influence their behavior, thinking, and actions.

During our sessions, we can analyze different personality types, such as extraversion, introversion, neuroticism, openness to experience, conscientiousness, and agreeableness, and how they impact an individual’s behavior and functioning. We identify different learning styles and preferences in acquiring knowledge and skills. We discuss differences in interpersonal communication and techniques for managing individual differences and conflicts, both personally and professionally. The tools we use include FRIS, CliftonStrengths (Gallup StrengthsFinder), and Insight.

Regardless of the number of programs, tools, and platforms supporting wellbeing, the key to success is understanding the mechanisms of human behavior and discipline in making decisions for one’s own health. We then become agents of change ourselves, building our own wellbeing empowerment and fostering a culture of wellbeing within the organization.

With our support, each employee becomes the architect of their own wellbeing.
We offer knowledge and tools that empower individuals to take charge of their wellbeing in all its dimensions. In our offerings, we address behavioral change, mechanisms for building habits, and rituals that support wellbeing. We examine behaviors closely, including social ones, as we operate within various relationships, teams, and systems.

Building an inclusive organizational culture brings a range of benefits for both employees and the organization itself. Inclusivity promotes increased employee engagement, enhances creativity and innovation, and enriches organizational perspectives. Additionally, an inclusive organizational culture contributes to reduced employee turnover, improved company image, and decreased conflicts and tensions in the workplace.

Trainings on building organizational culture are often tailored to the specific needs of the companies we work with. Trainings most commonly focus on building a culture of belonging in a diverse business environment, using inclusive language for all team members, and addressing microaggressions without blame or shaming.

Discrimination and bullying are not only morally reprehensible but also violate individual rights. They can lead to serious consequences for both the victim and the organization where they occur. It is important for organizations to take preventive and educational actions to prevent discrimination and harassment, and to promote a culture of respect, equality, and collaboration.

Our support covers the area of discrimination and harassment in the workplace. Discrimination is a process or action involving treating someone differently or worse due to a specific characteristic or traits, such as gender, age, sexual orientation, ethnic origin, disability, or religious belief. It may include denying access to certain opportunities, benefits, or services, unfair treatment in the workplace, and excluding or isolating an individual based on their characteristics.
Harassment, on the other hand, is a form of bullying or psychological, emotional, or social violence intended to harm, humiliate, or cause suffering to the victim. This may include offensive comments, persistent bullying, mocking, ignoring, slandering, or other forms of aggressive behavior that lead to feelings of loneliness, anxiety, or reduced self-esteem in the victim.