Solutions

Training

Training is an important first step in raising awareness and creating a common language to have safe and productive conversations about bias that help build stronger, diverse and more inclusive teams and practices.

We raise awareness, build knowledge and drive impact

We have helped organizations across North America transform their approach to equity, diversity and inclusion. Our training team has diverse experience that make our programs highly relatable to people across sectors, levels and familiarity with these topics.

Workshops

These highly interactive sessions can range from 2 hours to a full day. They are aimed at small groups to maximize discussion and participation. We’ll interview your team in advance to make sure the workshop is tailored to you so that it’s practical and relevant.

E-Learning

Our interactive online learning programs deliver impactful equity, diversity, and inclusion training to any person, anywhere, any time. 

Webinars

Our expert facilitators deliver engaging presentations best suited for mid to large-sized groups. There is interaction using tools such as polling and whiteboarding. Typically 60-90 minutes in length, this is a great way to introduce topics and engage a larger audience in an important conversation. Want to continue the conversation? HRx provides discussion guides and resources for ongoing learning. 

Keynotes

Need an engaging speaker or panelist for an upcoming conference or meeting? Our knowledgeable and charismatic team of experts deliver informative and thought-provoking presentations that will leave participants inspired to create meaningful change.

What topic would you like to start with?

We offer training on a broad range of topics. Some of our most commonly requested sessions include:

Equity, Diversity & Inclusion Fundamentals

An organization is only as strong as its culture—and every employee has a role to play in building that culture. This session equips participants with a robust and shared understanding of important equity, diversity and inclusion concepts and terminology. This will lay the groundwork for safe and productive conversations about building an inclusive workplace going forward. In this session, participants will learn foundational terminology and concepts, be better positioned to listen and observe their environment and will understand why EDI is key to success in today’s marketplace. 

Understanding & Managing Unconscious Bias

Unconscious bias exists in each person’s worldview, affecting our behaviours in the workplace. As a result, unconscious bias creates barriers to inclusion, performance and engagement. Understanding what unconscious bias is and how it impacts our decisions is key to fostering more inclusive and intercultural workplaces, practices and leadership. This fosters a high-performing team culture and organizational productivity. In this session, participants will learn what unconscious bias is and how it presents itself in the workplace, acknowledge their own biases and learn tools and techniques to counter bias. 

Navigating Race, Equity and
Privilege

This session provides foundational knowledge required to build a race-conscious organization.
By exploring Canada’s racial history, we begin to recognize why systemic barriers persist in the workplace and remain particularly stark for some racialized groups. We discuss allyship and privilege and encourage participants to reflect and make choices about how to give, share, use and withhold power to assist and act in solidarity with people who are marginalized. We will also look 
at the role of data to identify race-based barriers as a means of creating sustainable change towards more equitable workplaces.

Building an Inclusive Culture

Failure to build an inclusive culture means that employees who feel they don’t belong often leave or cover up their differences. This drives talent away, normalizes discrimination and stifles innovation. Employees that feel safe bring their best selves to work. Employees trained in how to build and sustain a culture of belonging can turn diversity into a strategic business advantage. In this session, participants understand what it means to be an inclusive leader, the business case for building a more inclusive culture and define their current and desired state for EDI within their organization, including a high-level understanding of the strategic priorities.

Inclusive Communication

Language has the ability to build relationships and forge connections, but it’s equally liable for creating barriers and impacting someone’s sense of belonging. Inclusive language is structured with specific principles that help us to be mindful of an individual’s or audience’s preferences. Understanding these principles helps us to ensure that employees and other stakeholders we communicate with feel welcome and respected. As inclusive language evolves, our vocabulary and empathy should shift in tandem. In this session, participants will learn why inclusive language is important, guiding principles for inclusive language and the role an empathetic and curious mind plays in approaching inclusive language – particularly given the evolving nature of this space. Option: to include an additional section on pronoun usage.

Foundations for Anti-Racism

The many tragic events and the protests taking place across Canada, the U.S. and around the world in support of the #BlackLivesMatter movement reminds us that racism is a very real problem, one that goes beyond interpersonal relationships and that is systemic in nature. In a racist society, it is not enough to be non-racist, we must be anti-racist. Anti-racism is an ongoing and active process of recognizing and addressing individual, institutional, and systemic racism. Engaging in this active process requires an awareness of how race and racism affect the lived experience of racialized groups and how white people contribute, actively or unconsciously, to racism. In this session, participants will understand and apply key concepts related to anti-racism, oppression and privilege, understand how racial bias affects individuals and communities, and identify ways to implement anti-racist practices. 

Unconscious Bias in Hiring

An organization’s ability to recruit and select talent in an inclusive way has a direct impact on the quality and diversity of talent. Successful hiring managers can build diverse teams who have enhanced abilities to be creative and innovative at work. Some employers go as far as to have targets with specific groups, yet they can’t seem to “find the diversity” in the talent pool. In this session, participants will learn some of the common missteps within the talent attraction process, discuss the impact of bias in the hiring process and learn leading practices to ensure they are attracting the best possible talent, reflective of the communities they serve.

Fostering a Growth Mindset

Mindset impacts a person’s view of themselves and others and affects our behaviours in the workplace. As a result, it is closely linked to a leader’s ability to unlock the potential of themselves, their teams and their employees. A growth mindset is a belief that talent can be developed. Organizations and leaders with a growth mindset tend to achieve more and outperform those with a fixed mindset because they worry less about looking smart and invest more energy in continuous improvement. A growth mindset is crucial for leading diverse teams. In this session, participants learn about a growth vs. fixed mindset, identify their own mindset and its impact on their team/ organization, as well as practical tools and strategies to promote a growth mindset in themselves and their teams. 

Being an Ally

More than ever, there is a need for people to acknowledge their individual role in creating more equitable and inclusive teams and organizations – particularly when they hold power and privilege. Doing this effectively means being intentional in doing the work of allyship. Allyship requires active, consistent, and determined commitment to a process of learning and re-evaluating ‘the way we have always done things’. In this session, we define allyship and its core principles, and begin to acknowledge our accountabilities and opportunities to effectively practice allyship in the workplace.

Don’t see the topic you are looking for? Contact us for more details on our suite of training programs

Participants will benefit through...

Awareness

We discuss key concepts and leading practices that help you notice and question “the way we have always done things”.

Application

We guide you through putting theory into practice by having you apply your learning to real-life scenarios. We facilitate this through activities and discussions with your colleagues.

Action

You learn and practice using real tools for change so that you can take action and apply what you learn in your own organization once you leave the training.

Find out how HRx can help you build a inclusive workplace

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