Targeted Learning Solutions

Key Employee Demographics Required for Growth™ (KEDRG) is about aligning the people who work in your organization with the markets you serve and meeting the needs of those markets. InclusionINC offers customized courses on the following KEDRG: Race, Gender, Differently-Abled, Age, Sexual Orientation, Veterans, and Religion. Courses that align with specific focus areas are outlined below.

Gender Styles™
Key Framework and Business Implications:
There is a growing body of research that shows men and women often use different cognitive styles that may be expressed in how each communicates, approaches problem solving or building relationships. This session explores these differences and how they impact business performance. 

Learning Objectives:

  • Explore Gender Styles™ that influence communication, problem solving, and conflict between men and women

  • Understand the myths and assumptions women and men have about each other

  • Explore how women and men communicate differently in the workplace

  • Describe how to leverage unique differences in men and women for better business results

  • Review of the factors that play a role in retaining women in the workplace

Unconscious Bias
Key Framework and Business Implications:

InclusionINC’s philosophy on unconscious bias is it should be incorporated with skills and competences to be of high impact to the organization. This means simply uncovering our biases isn’t enough; what to do about them as we become aware of them is critical. In this experiential event, participants will uncover their unconscious biases and explore how those biases are impacting business decisions. This workshop can be customized to focus on any or all of the following dimensions: gender, race, generations, culture, LGBT, veterans and differently-abled.

Learning Objectives:

  • Participate in an activity uncovering how unconscious bias affects our decisions

  • Explore research examples of unconscious bias in the workplace

  • Look at examples of unconscious bias leading to exclusion

  • Learn inclusive behaviors to begin the de-biasing process

Religion in the Workplace
Key Framework and Business Implications:

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
Key Framework and Business Implications:

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.


LGBT in the Workplace
Key Framework and Business Implications:

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®
Key Framework and Business Implications:

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
Key Framework and Business Implications:

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


Racism and Colorism
Key Framework and Business Implications:

Despite the many advances that the US and other nations have made to address and reduce racism in the workplace, the challenge remains. Ample evidence exists that racism still plays a role in being hired or promoted. Racism is not only a factor between Caucasians and African Americans, Asians, or Latinos. There are also discriminatory practices within ethnic groups based on skin color. The darker the skin tone among Latinos, for example, the more likely the individual may be diminished simply because the perception he or she has less “Spanish” ancestry. The dominance of native or African heritage throughout Latin America is often seen as less attractive. This module looks at the roots of these beliefs and the unique variations among major ethnic groups. Special attention is given to people managers who need to recognize intra-ethnic discrimination among their multicultural staff.


Learning Objectives:

  • Differentiate racism and colorism

  • Explore US history and global implications of colorism

  • Understand the language of micro-messaging as it relates to racism and colorism and the business impact of unconscious bias

  • Explore how to use ALERT® Inclusion and 4Rs® Intervention Models

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