top of page

Virtual Facilitated Sessions

InclusionINC’s facilitated virtual training is highly interactive and incorporates vignettes, zoom polling, small group breakouts, and large group discussions. These sessions can be delivered in 90min-3hr sessions and can be customized to meet a client’s need. We also offer Train-the-Trainer, so a client’s internal trainers can cascade the instructor-led training to other levels of the organization.

Virtual Facilitated Session Catalog:

Conscious Inclusion

During these interactive virtual sessions, participants will be introduced to the three components of Conscious Inclusion: inclusion behaviors, inclusive practices and inclusive leader skills. They will explore practical application to reduce the impact of Unconscious Bias.


  • Introduce Conscious Inclusion: Behaviors, Inclusive Leader Competencies and Inclusive Leader Practices​

  • Explore unconscious bias and the impact on our business decisions​

  • Apply Conscious Inclusion in daily work

  • Focus on unconscious bias in Talent Development ​

  • Utilize Conscious Inclusion practices for Talent Development​

  • Action Plan in Conscious Inclusion Playbook


Leading through Empathy & Advocacy

Now is the time to educate yourself, actively listen and proactively advocate. It is critical for those in the majority and those in leadership positions to join this conversation. During these interactive virtual sessions, InclusionINC will utilized polling, breakout rooms and large group discussion to engage participants.


  • Understand the importance of Empathy

  • Learn tips for building empathy

  • Explore the ACE Model for demonstrating empathy

  • Reflect on the current cycle and how the Advocacy model can break the cycle

  • Define 5 steps for continuing your inclusion journey:

    • Self-Reflection

    • Self-Education

    • Build Empathy

    • Oppose Barriers

    • Advocate

  • Create an Action Plan

Creating an Anti-Racist Organization

Subtle acts of racism can often be just as hurtful as more overt ones. Creating a truly anti-racist organization will require intentionality, self-reflection, education and accountability. This session introduces InclusionINC's 5 steps to becoming Anti-Racist and begins the discussion on how to hold eachother accountable. Follow up partner Accountability Activities are also available to supplement this session. 

  • Create awareness of systemic racism in America​

  • Reflect on their own unconscious bias​

  • Explore how to become Anti-Racist​​

    • Self-reflection​​

    • Educate yourself​​

    • Build empathy​​

    • Oppose​​

    • Advocate​

  • Begin discussion on how to hold each other accountable ​

  • Action Plan

Equity is the Outcome

Equity will result from organizational policies and practices as well as leadership modeling that eliminate barriers for diverse talent. In this session, leaders will explore the Inclusion Behaviors, Inclusive Leadership skills and Inclusive Practices they will need to model to lead the organization toward Equity. They will also delve into reducing the impact of their own unconscious bias as well as systemic barriers in the organization.

Inclusive Leadership

In this 3 session experiential program, participants will learn the competencies, tools and behaviors of an Inclusive Leader that are now necessary to drive positive internal and external business outcomes. The overall objectives of this workshop are as follows:

  • Complete an Online Inclusive Leader self-assessment

  • Review major business trends that drive the need for the inclusive leader in the 21st century global workforce

  • Build awareness of Key Employee Demographics Required for Growth™ in the current and future workforce

  • Explore the dimensions and competencies for becoming an Inclusive Leader;

  • Identify and apply the behaviors of an inclusive leader

  • Discover unconscious bias filters that may be a barrier to being inclusive leader

  • Create an action plan to be successful as an inclusive leader


It is estimated that adults receive and send 2,000-4,000 subtle signals everyday. These micro-messages can have a negative impact on an individual's productivity and engagement. Becoming more aware of the messages you are sending and how to address the ones you receive helps to create a more inclusive and productive work environment.

Learning Objectives:

  • Define microinequities and microadvantages

  • Understand the language of micro-messaging

  • Learn communication models to both prevent and address micro-messages

Four Generations in the Workplace

At no time in American history have so many different generations with such a diversity of world views and work philosophies been asked to team up and work together. Unique characteristics and perspectives can create communication breakdowns. Bridging the divide can create a more productive and inclusive work environment.

Learning Objectives:

  • Identify the generations in the workplace

  • Explore generational characteristics and values

  • Understand communication and feedback within generations

  • Learn communication models to help bridge the divide

Cross-Cultural Communication

Culture can influence an individual’s approach to work and relationships. A lack of understanding can cause communication breakdowns and challenges. Successful organizations of the 21st century require individuals who understand culturally diverse work environments and can work effectively with different cultures that have varying work ethics, norms, and business protocols.

Learning Objectives:

  • Explore the definition of culture

  • Understand the business case for culturally competent leaders

  • Recognize the differences and commonalities among cultures

  • Explore cross-cultural challenges, both individual and organizational

  • Learn communication models to work effectively with other cultures

Inclusive Communication Practices

The collective power of a diverse workforce can be significant. To capitalize on the potential, people must feel included. One way inclusion occurs is in the way you communicate – both in words and actions. What you say and do can directly affect engagement, productivity, and innovation.


​Learning Objectives:

  • Review the importance of inclusive communication and business behaviors

  • Identify four inclusive communication practices

  • Practice inclusive communication behaviors that foster innovation

Pronouns:  Getting it right in a non-binary world

More employees are identifying as non-binary gender. This has created a new set of inclusive language considerations for the workplace. This includes not only retraining ourselves to use the singular “they,” but also re-examining demographic questionnaires, HR policies, and overall conventions and technical and popular writing.
Learning Objectives:

  • Explore the differences between the key concepts of gender identity, gender expression, sexual orientation, and biological sex

  • Understand the dynamic interactions and endless possibilities of how gender, sex, and sexual orientation manifest within individuals and groups

  • Practice using respectful and inclusive language including use of pronouns, writing for inclusion, and verbal re-patterning

  • Explore common systemic challenges and unconscious bias regarding processes, procedures, demographic databases, and interviewing

Religion in the Workplace

As the diversity of the workplace continues to grow and as more global and virtual project teams form, individuals with different religious beliefs will come together. In some global workplace environments, there are accommodations to be made for religious practices—prayer rooms, meals provided in cafeterias, or images to be restricted are just a few examples of key considerations. Employees working on diverse teams will find themselves potentially engaging with others whose religious beliefs may be in conflict or have different religious beliefs of their own. Adding to the complexity are the global events and related headlines that can be discussed informally and yet lead to divisive conversations. The business implication of religious diversity is to balance the need for religious freedom with creating a workplace that remains innovative and productive. Favoritism, bias, and differential treatment are often a particular challenge for religious diversity and employees need to be informed how an organization is able to do to accommodate different religious practices.

Learning Objectives:

  • Raise awareness how religion can emerge in the workplace

  • Describe how accommodations are addressed for major religious groups

  • Illustrate what the law requires in the US and for multinational


Valuing the Women Among Us

If there were no barriers for women in corporate America, we would walk into corporate executive suites and see greater parity between men and women who hold executive positions—imagine a 50/50 split. The reality is that only 15% of Board seats are held by women, only 5% of CEOs are women, and only 40% of managerial positions are held by women. The increasing role of women in purchasing decisions, leading heads of households, and charting new technological innovations requires more focused and strategic efforts to recruit, retain and promote women. This training program assists our clients in understanding that only by valuing the women within today’s workplace and creating a culture that demonstrates inclusion, will a new generation of women leaders be attracted, developed and promoted. InclusionINC is a women-owned, global consulting firm with unique capabilities to make the workplace inclusive of women.


LGBTQIA+ in the Workplace

The presence of Lesbian, Gay, Bi-Sexual or Transgender employees in the workforce has reached new levels of awareness, acceptance and integration. The ability for LGBT staff to work openly means they can be fully present and engaged in the workplace and bring an authenticity to their work life that others may take for granted. As some of the key issues impacting the LGBT community have been in the national headlines (often at the center great controversy in some regions), it continues to be important to make sure the workplace remains inclusive. All employees need to remain aware of the sensitivity and respect valued by their LGBT colleagues. A separate business issue to address in this module is to raise awareness of the growing purchasing power of the LGBT community and how their product loyalty and advocacy can be a strong asset for a company or brand to sustain.

Learning Objectives:

  • Create awareness of the unique concerns LGBT employees experience in the workplace

  • Reflect on creating an LGBT family friendly environment

  • Differentiate workplace policies from religious-based objectives

  • Explore current best practices


Differently-Abled: Shouldn't Inclusion Be for Everyone®

The presence of people with different physical and mental abilities in the workplace reflects a growing opportunity for major employers. Their strong loyalty and engagement in the workplace is just one of many benefits they bring to successful workplace environments. While employees with physical differences have been part of the workforce for the better part of the past 30 years, the American with Disabilities Act is also being used to protect employees with Asperger Syndrome, Bi-Polar Personalities, and Attention Deficit Disorder. These workers have also benefited from the use of new technologies and flexible work environments that can be essential for employees to remain productive. Pivotal to their success however is their effective integration into work teams. Employees with different physical and mental abilities often want their colleagues to look beyond the disability to see their genuine contribution. This requires a workplace culture of inclusion that is founded on effective communication and respect.


Learning Objectives:

  • Describe physical and mental abilities

  • Define current approach and goals for accommodating employees with different physical and mental abilities

  • Explore barriers for communication with persons of different abilities

  • Understand key requirements of accommodating individuals with different physical and mental abilities


Returning Veterans in the Workplace

Over the next 2 years, approximately one million active duty military officers will be returning to civilian life. At the same time, 850,880 are in active reserve and can be called to duty in short notice. The unique experience of veterans and the specialized skills they develop while on their tour of duty can be of enormous value to employers. In order to leverage the potential of veterans and the men and women in reserves, key support structures are necessary however. The use of employee resource groups for veterans is one strategy being adopted to make the transition to civilian life easier. Managers in particular may need to spend time looking at how best to translate skills learned in the service to immediate business requirements. Similarly, the adjustment between a hierarchical culture to one that is flat or collegial may require careful coaching. For some veterans, engaging effectively in the workplace also requires accommodations. This module will inform employees about the growing number of veterans in the workforce and the importance of engaging them effectively in the workplace.


Learning Objectives:

  • Describe US based statistics on returning vets

  • Create understanding how military skills link to workplace competencies

  • Define best practices for returning Veterans

  • Showcase current best practices and resources available for Veterans

bottom of page