To succeed together as allies, we will learn:

• Why we need allies for diversity and inclusion
• What allies do to support others different than themselves
• Three key strategies to lead like an ally regardless of your role or position in an organization

Together in this session, we’ll cover:

• Why we need to talk to kids and start this conversation earlier
• What being an ally means – allyship starts at home and kids naturally enjoy diversity
• How to be an ally – Allyship is a journey, and adults are modeling it every day

Together, we will learn how to:

• Practice proven facilitation techniques to guide conversations
• Create and maintain psychological safety and bravery
• Manage difficult situations through a scenario-based activity approach

In this workshop, leaders will learn how to:

• Embrace the tension of paradox through appreciating ambiguity with diversity and inclusion
• Separate intentions vs. impacts to coach others on how to be inclusive
• Call people into the diversity conversation and promote healthy accountability as allies

We will learn how to:

• Be vulnerable first to give others permission to be vulnerable
• Practice taking on others’ perspectives helps your team
• Trust without knowing the outcome with practical exercises to set the expectation for leaders to care and measure progress on equality

In this workshop, we will cover:

• Why language matters – The words we choose signal our intentions as allies
• Inclusive language examples – Allyship is about progress over perfection
• How to use inclusive language – Allyship is a journey, and you do not have to do it alone

This workshop will cover:

• Understanding the necessary ingredients of a candid conversation, barriers to having them, and strategies to overcome them
• Applying the roles of advocacy and inquiry to conduct candid conversations
• Conducting candid conversations through our proven simple 3-step process utilizing real-life scenarios

Employees, customers and boards are looking to corporate institutions to lead the way in social change. Those who fare well have a consistent, intentional commitment to inclusive leadership.

In this highly interactive and actionable presentation, Julie Kratz shares:

• Why inclusive leadership is the most sustainable competitive advantage during times of uncertainty
• 10 practices inclusive leaders can use to drive systemic change
• 3 proven tools and assessments to hold leaders accountable to inclusive behavior change

Using these practices and tools, leaders will feel more prepared to drive systemic change through their everyday behavior and will know how to engage others in the process.

Attendees will grow as inclusive leaders by unpacking their unique identities and their different lived experiences and perspectives that they bring to the workplace.

Using research from the Cultural Intelligence Center’s certification program, during this workshop we’ll cover:

• Learn about your unique cultural values and your team’s values
• Disrupt biased systems and practices
• Create a leadership action plan

People from historically marginalized groups often report feeling less psychologically safe at work. By providing a psychologically safe workplace where people can feel seen, heard, and belonging, inclusive leaders set the tone for diverse talent to thrive.

In this workshop we’ll discuss:

• The Research – Psychological safety is a competitive advantage in talent retention and attraction
• How to Practice – Key components of psychological safety and how to practice it more
• Common Scenarios – Three all too common situations where psychological safety can be enhanced

During times when we want to break away from people with differing opinions from our own, we need to learn to lean in to bridging behaviors to help us respect and embrace each other’s differences.

In a polarized climate, leaders that practice and model bridging can help foster inclusive workplaces. In this workshop we’ll cover:

• What bridging is (and is not) – Bridging as a tool used not to negotiate, but to exercise curiosity
• A proven framework – How to bridge and use in polarizing conversations
• Scenario Practice – Scenarios to practice the Bridging framework

We will walk through these tactics together in our interactive, hands-on workshop:

• Give Candid Feedback – give constructive feedback to all employees equally
• Challenge with Care – Provide Opportunities to grow high potential talent
• Coach – Coaches facilitate ideas rather than give advice

In this workshop, leaders will learn how to:

• Increase awareness of what unconscious bias is and why it matters
• Understand the sources of unconscious bias and how bias can influence interaction with others
• Develop strategies to combat bias and to use differences synergistically to improve intercultural effectiveness

In this virtual, interactive workshop we’ll learn how to:

• Diversify Where You Recruit Talent
• Avoid Job Description No-Nos
• Manage Interviewing Bias

Microaggressions happen at a much higher frequency to marginalized communities. Aspiring allies need to gain awareness around these behaviors in order to combat them. In this workshop, we’ll cover:

• What microaggressions are and why they matter
• Strategies to manage your behavior and the behavior of others around you
• Scenarios to practice techniques to manage microaggressions and biases

In this workshop, we’ll discuss:

• Cancel Culture – we are quick to write folks off for making mistakes without giving them a chance to be better
• Bad Behavior – As an ally, be on the lookout for non-inclusive behavior to call people in
• Authentic Curiosity – Be curious, not judgmental

Together, we will collaborate to learn how best to foster inclusion as a team given our own unique biases and differences.

It’s critical to first understand our biases and the systems in place that keep folks from historically marginalized communities out of succession planning conversations. Then we must be intentional about developing more diverse talent and preparing people for advancement and succession opportunities. In this session we’ll discuss:

• Succession Planning – Equitable feedback, coaching and sponsorship are keys to success
• Case Studies – let’s take a look at how organizations have successfully implemented DEI into their succession planning
• Performance Biases – Be on the lookout for non-inclusive attitudes and behaviors that affect succession & advancement

In this workshop, leaders will learn:

• Language & History – What the acronym means and the history of LGBTQ+ rights
• Actionable ally best practices
• How to ensure a culture of belonging for everyone and facilitate being out at work in a safe, brave way

In this workshop we’ll discuss:

• The human and business case – why this matters to all humans and businesses
• Key phrases and terms to lead like an ally for those with disabilities
• Best practices and techniques to foster belonging and ensure success for those with disabilities in the workplace

In this workshop, leaders will learn:

• Why definitions matter and the importance of understanding diversity is more than just race and gender
• How privilege is a chance to be an ally by reviewing a privilege wheel and dimensions of difference
• How to create a culture of belonging for all to be an ally to people different than you

Together we will discuss:

• What intersectionality is and why it is important now more than ever
• Common microaggression experiences people of color and minority groups face in the workplace and ways to call in allies
• The dangers of assumptions about intersectional experiences and how to be inclusive as an ally

We’ll discuss:

• Owning your role in the system of racism
• Understanding where your privilege lies and how you can leverage to support others
• Strategies to support people of color collectively

 In this workshop, we’ll cover:

• What neurodiversity is – True vs. false information about neurodiversity
• Why neurodiversity is important – With more information comes a greater awareness
• How to address neurodiversity – Techniques and strategies to be more inclusive

In this virtual interactive workshop, we will:

• Determine how to prioritize data that truly drives diversity and inclusion
• Discuss crafting meaningful metrics that capture diversity and inclusion activities
• Learn how to create a diversity and inclusion scoreboard for accountability

In this virtual interactive workshop, we will discuss best practices for
how to:

• Define what inclusion means to your organization
• Craft a compelling “Why” for why this is important for your organization now and in the future
• Build an intentional road map of inclusion to support the strategy

In this workshop, we’ll discuss:

• The purposes of D&I Council vs. ERGs
• Case studies of organizations that have successfully managed D&I Councils and ERGs
• Best practices of D&I Council vs. ERGs

In this workshop, we’ll discuss:

• Self-Trust – Trust often begins within. It is hard to extend trust to others if you do not trust yourself
• The 5 behaviors of a team – proven attributes to improve trust as a team
• Best practices and techniques for building trust as a group

Together, we will learn how to:

• Practice Active Listening
• Ask Crisp, Open-Ended Questions
• Promote Self-Discovery

It’s all a matter of prioritization. In this workshop, we’ll discuss:

• Barriers – those that are real and often unreal
• Techniques – proven tools and ideas to better manage your time
• Priorities – To-do list organization processes that work

In this workshop, we’ll discuss:

• Active allyship – Allyship is not performative, it is a long-term actionable commitment
• Progress over perfection – Behaviors to model and recognize
• Techniques – Other ideas to improve accountability

 In this workshop, we’ll discuss:

• Knowing your why (and saying no to things not aligned with your why)
• Giving to give – Giving to others through compassion
• Prioritizing sleep – yes, sleep

In this workshop, we will learn how to:

• Demand Debate in a Healthy Way
• Hold Your Team Accountable through Ground Rules
• Build a Culture Based on Trust

 People need ideas, strategies, and skills that can be applied to foster in change effectively and lessen the uncertainty. In this workshop, we’ll cover:

• Why change can be hard and how to make it easier
• How to be influential in times of change by leading proactively
• The four phases all humans experience with change and how to manage them

Inclusion starts and ends with decision making.

In this workshop with your team we’ll do some real hands-on activities to establish an inclusive problem solving environment. Utilizing some real-life scenarios and workplace operational problems, we’ll walk through the following actions:

• Take a Problem-Solving and Decision-Making Assessment together as a team and begin with a debrief of our results
• Learn about a 5 step approach to problem solving as a team
• Apply this problem solving approach to our problem, live