Training topics for employees and executives

Unconscious bias and stereotypes are among the main barriers to fostering equity, diversity, and inclusion in the workplace and within teams. While bias is a natural survival mechanism that everyone possesses, it can become an obstacle to meaningful communication and inclusion when it influences how we perceive and interact with others.How can we recognise stereotypes, identify their impact on our behaviour, and discover tools to help us manage both our own biases and those of others? By addressing these biases effectively, we can prevent them from negatively affecting collaboration, hindering the acceptance of diversity, limiting the development of colleagues and team members, or even holding back our own personal and professional growth.

*In trainings designed for employees, we focus on individual responsibility in managing bias, while in leadership training, we explore how bias can be addressed at the team and organisational level.

Creating an equitable and inclusive environment that respects diversity is a key goal for an increasing number of businesses and organisations. However, direct and indirect discrimination often act as barriers that prevent us from achieving this objective.

In this interactive training, participants will become familiar with the concepts of direct and indirect discrimination, learn to identify real-life examples, explore the legal framework surrounding discrimination, and discover practical tools to help prevent and address discriminatory practices. Additionally, they will gain insights into how to support individuals who experience discrimination, fostering a fairer and more inclusive workplace.

This training is designed to support teams that value diversity and are committed to making it work effectively. Through experiential activities that enhance active listening, empathy, and trust, we explore what it means to collaborate with individuals who have different backgrounds and characteristics from our own. Participants will learn how to foster open communication by overcoming biases and how to guide their teams towards positive change, making the most of everyone’s strengths.

The words, images, and channels used in internal communication play a crucial role in fostering engagement, commitment, and a sense of belonging among employees and teams. At the same time, an advertisement or message can unintentionally come across as sexist, racist, or otherwise alienating to certain audiences due to their diversity. So, what does inclusive communication truly mean? In this workshop, we will explore methods and tools that enable us to use language and messaging—both within and outside the organisation—as a means of fostering an equitable, inclusive culture and shaping a more responsible corporate identity.

While it may be easy to condemn incidents of violence and harassment at work, it can often be more challenging to ensure that everyone shares a common understanding of the terms, boundaries, and team culture when these issues arise. This training supports participants in developing a shared vocabulary around key concepts, practising how to recognise and respect personal boundaries, and co-creating a communication and intervention framework. This shared approach helps ensure that the desired culture of collaboration is upheld and that it reflects the needs of everyone involved.

In this interactive training, participants will have the opportunity to reflect on and discuss the positive changes they would like to see in their own workplace. They will also explore—both individually and collectively—the barriers they feel are preventing them from achieving these changes. By the end of the session, we will have more clearly defined our sphere of control and influence, as well as the skills that can support us in becoming agents of meaningful change—no matter the stage of life or career we are in.

In this interactive training, we move from theory to practice, building a practical toolkit to help us meaningfully support individuals from underrepresented groups in the workplace. For those who wish to create space, invest in people with fewer opportunities, challenge discrimination, and actively prevent inequalities, this workshop offers insights, methods, and actionable steps. Participants will learn how to put their best intentions into practice and work collaboratively to co-create a truly inclusive working environment for everyone.

We often talk about growth mindset in the context of professional performance—but what happens when we’re called to adapt to a broader wave of social change? One that invites us to re-examine long-held beliefs about relationships between different social groups, the boundaries of humour, and the growing calls for greater equity and inclusion in the workplace? How can we navigate resistance—both our own and that of those around us—redefine our values, and become agents of positive change ourselves? Through personal and historical examples, thought-provoking questions, and the sharing of perspectives and lived experiences, this seminar offers a path we can walk together towards inclusive growth and transformation.

In an era where work–life balance is a top priority for new generations of talent, an employer’s ability to create a respectful and flexible environment is proving essential for retaining and developing their most capable employees and leaders. In this seminar, professionals from HR and Internal Communications will have the opportunity to explore policies and best practices that can be implemented to genuinely support employees—whether or not they have caregiving responsibilities—in fulfilling their roles at work. The focus is on creating a workplace culture that values balance, promotes wellbeing, and responds to the diverse needs of today’s workforce.

Giving feedback is one of the key areas where conscious or unconscious bias, stereotypes, and discrimination can emerge. Yet feedback remains a vital tool for personal and professional development, as well as for improving employee performance within an organisation. For this reason, it is especially important that individuals in leadership or management roles are able to provide feedback in a way that is inclusive and equitable—one that respects diversity and takes into account the varying needs, values, and characteristics of each individual. In this interactive workshop, we explore how feedback can be influenced by bias and discrimination, and we introduce practical tools to help manage these influences and deliver feedback more effectively and fairly.

Psychological safety in the workplace is a key factor in employee wellbeing. Through a systematic exploration of emotions using the EmC (Emotional Connection) technique, participants are introduced to a powerful tool for managing intense emotional shifts in professional settings. They will learn how to navigate conflict, rebuild team relationships, and handle high-stress situations with greater confidence and care. This experiential training helps individuals form stronger connections, feel safe to express themselves, and ultimately boosts both job satisfaction and productivity across teams.

Accessible digital communication is essential for effective interaction across all teams and individuals. Through this training, employees and managers are equipped with the knowledge to create content that can be used by everyone, regardless of any sensory or other impairment. The use of appropriate tools and the adoption of strategies that address different types of disability—including permanent impairments, temporary conditions, or age-related limitations—are key to building a more inclusive workplace. This program covers fundamental principles such as adding subtitles to videos, structuring emails and documents to be compatible with screen readers, and applying accessibility standards to tools and presentations. Through practical guidance and real-world examples, participants gain the tools they need to ensure that digital information is accessible, understandable, and usable for all colleagues.

This training is aimed at professionals working in HR, ESG and Corporate Communication departments, who wish to deepen their understanding of equity, diversity, and inclusion in the workplace. Participants will gain the knowledge and skills needed to assess their organisation’s current strengths and areas for improvement in relation to DEI, design meaningful and actionable equity plans, and monitor or evaluate their implementation. The focus is on building a more inclusive and responsible working environment—one that enhances employee engagement and productivity, while also strengthening the organisation’s employer brand and social impact.

Recruitment, evaluation, and promotion processes are some of the key areas where unconscious bias and direct or indirect discrimination can emerge. For this reason, training HR professionals to recognise and minimise these influences within internal policies and procedures is essential to building a fair and inclusive workplace culture. In this hands-on training, we will examine how bias can be embedded in organisational systems and explore practical ways to make every step of the employee journey— from hiring to advancement—more genuinely merit-based and equitable for all individuals.

Remote work presents challenges not only for team members, but also for those leading these teams—who are responsible for maintaining cohesion and effectiveness from a distance. In this interactive training, we will explore the skills and tools that can support any manager in fostering meaningful communication among remote team members, ensuring consistency, inclusion, and productivity across the group. Participants will also learn how to build engagement and self-motivation among their teams, even when colleagues are not regularly sharing the same physical workspace.

In the field of diversity, equity and inclusion, understanding how our minds work—on the conscious, subconscious, and unconscious levels—can significantly enhance both our emotional intelligence and the effectiveness of our leadership. In this interactive training, we will explore how awareness influences specific areas of the brain, how the subconscious shapes our reactions, and how unconscious processes can affect our behaviour in subtle and often unnoticed ways. These deeper mechanisms directly impact our emotional intelligence—our ability to recognise, understand, and manage our own emotions, as well as those of others. For leaders, developing awareness across these levels of the mind is essential. It supports both everyday decision-making and long-term strategic thinking. Greater self-awareness and emotional intelligence are foundational steps toward preventing bias and fostering a more inclusive and respectful workplace culture.

What role do personal data play in building and advancing an equitable and inclusive culture within any organisation—and how can we ensure that the collection and processing of such data meaningfully support these goals without compromising the rights of employees or other stakeholders? This training, designed primarily for professionals working in HR, data management, and compliance, explores the ethical and practical aspects of collecting, handling, and communicating diversity-related data. Together, we will examine how to approach data responsibly and strategically in order to design and implement sustainable diversity, equity and inclusion initiatives—ensuring transparency, trust, and fairness at every step.

Promoting a culture of equity and inclusion in our external communication is just as important as embedding it within an organisation. This is particularly crucial in the financial sector, where understanding the unique characteristics, challenges, and needs of each audience group is key to building trust, credibility, and long-term client relationships.

Inclusive communication of financial concepts, products, and services plays a central role in achieving these goals. That’s why this training program has been designed to equip individuals involved in informing or promoting financial offerings with the knowledge and skills to communicate in ways that take into account:

• differences in financial literacy and confidence

• limited proficiency in the Greek language

• communication needs based on age or sensory disabilities

This approach to sales and customer service not only strengthens corporate responsibility and brand reputation, but also improves business outcomes—by delivering more targeted, relevant solutions that meet real-world needs.

In today’s increasingly diverse business landscape, promoting diversity, equitable access, and inclusion throughout your company’s value chain is not just an ethical responsibility—it’s a strategic advantage. This training program is designed to equip organisational leaders with the knowledge and tools needed to uphold DEI principles at every stage of the value chain, from suppliers to customers. Tailored to the unique needs and goals of each organisation, the training is especially relevant for senior leaders, HR professionals, and supply chain specialists looking to embed inclusive practices across operations, partnerships, and client engagement.

For companies and organisations already on the path toward fostering a more equitable culture—and transforming into more inclusive employers or providers of products and services—the real challenge often lies in preparing for, managing, and sustaining the small or large changes required to meet these goals. In this experiential workshop, we draw on the “Immunity to Change” methodology to explore the internal and external factors that support, drive, or hinder change. Together, we will identify or co-create practical mechanisms that can help both leaders and employees move forward with clarity and commitment. The aim is to build not only momentum, but also the resilience and shared ownership needed to make inclusion a lasting and evolving part of the organisational culture.

What role do businesses and organisations play in shaping a fairer, more prosperous society around them? How can companies engage meaningfully with the ecosystems they’re part of and contribute to positive change that aligns with their values and strategic priorities? In this interactive workshop, we’ll explore how teams working in Communications, ESG, and Corporate Social Responsibility can build strong, lasting relationships with the communities they engage with. Together, we’ll examine how this external engagement can reinforce both organisational and collective efforts towards greater equity and inclusion—extending impact beyond the workplace walls.

Ensuring a healthy and safe working environment is a core priority for any responsible and forward-thinking employer. However, even in workplaces with the best of intentions, blind spots often remain—particularly when it comes to how employees’ identity characteristics (such as gender, age, ethnicity, or disability) shape their distinct needs and challenges around health and safety. In this interactive workshop, we will explore how workplace design, protective equipment, and measures to prevent and address violence and harassment intersect with identity factors. By adopting an intersectional approach, participants will learn how to enhance the effectiveness of health and safety strategies, making them more inclusive, equitable, and responsive to the diversity of the workforce.

As we recognise the importance of diversity, equity and inclusion within our organisations, we must also prioritise cultivating a culture of equity and inclusion in the way we serve our customers. Respecting the diversity of the people who make up our customer base—in terms of gender, age, culture, disability, and more—should be a strategic priority for any responsible and forward-looking organisation. This commitment is not only essential to strengthening corporate responsibility and reputation, but also to achieving broader business objectives. In this program, we will explore practical ways to ensure that every customer experience is safe, respectful, and inclusive—at every stage of the journey.

Intersectionality recognises that individuals do not belong to just one identity category—such as gender, race, age, or social class—but may experience overlapping forms of privilege and discrimination based on the unique combination of these identities. In this training, participants will explore how intersecting identities shape personal and professional experiences, and how multiple forms of discrimination can impact day-to-day life and workplace dynamics. We will examine the systems and power structures that contribute to inequality, while fostering greater understanding and sensitivity toward different lived experiences. This approach is tailored for individual teams within organisations, aiming to strengthen empathy, collaboration, and inclusive practices across diverse groups.

What does “privilege” really mean—and how can understanding, recognising, and accepting it help create a more inclusive environment? What is the difference between equality and equity, and why do these concepts matter for those seeking to drive meaningful change in their workplace? In this experiential training, we will explore the systems of privilege and exclusion that shape our lives—including -isms (such as racism, sexism, ableism, ageism) and -phobias (such as transphobia, homophobia, biphobia, xenophobia etc.). We will examine how these forces contribute to the marginalisation of individuals and reflect on how we can challenge them in order to foster a more inclusive workplace and society. Through open dialogue and reflection, participants will unpack complex yet relatable concepts in a way that supports personal growth and equips them to become active allies to underrepresented groups—both professionally and socially.

Volunteering is a powerful vehicle for promoting inclusion—fostering solidarity, generosity, a sense of purpose, and the freedom of choice. Voluntary participation strengthens team cohesion, supports the development of personal skills, and contributes to building a more inclusive workplace culture. This program is aimed at HR and CSR professionals and focuses on how volunteering can enhance internal relationships and create a positive, collaborative work environment. We will explore how volunteer initiatives can be meaningfully integrated into the company framework to strengthen empathy, teamwork, and social responsibility. The training offers practical tools and insights for designing and implementing volunteer programmes that boost both social impact and employee engagement.

Active listening is a key skill for promoting diversity and inclusion in the workplace. More than just a communication technique, it is a mindset—one that fosters collaboration, empathy, and mutual understanding. When team leaders and managers cultivate active listening, communication improves and conflict is more easily prevented. In diverse teams—where people may differ in background, age, needs, or experience—active listening helps reduce unconscious bias, build empathy, and ensure more inclusive decision-making and goal-setting. We also know from lived experience that when team members feel truly heard, their sense of belonging and value is significantly strengthened. In this training, participants will learn the core principles of active listening and practise applying them in realistic scenarios. We’ll also explore common barriers to listening effectively—and how to overcome them within the fast pace of everyday working life.

Diversity brings significant benefits to team performance and organisational effectiveness. However, it can also challenge existing levels of trust—especially when individuals unconsciously tend to trust those who are most similar to themselves. In this workshop, we will explore practical tools and strategies that help counteract this instinct and support mutual understanding and trust-building among team members. The session focuses on moving beyond stereotypes and unconscious biases that we all carry, and offers participants the skills to foster deeper connection, collaboration, and cohesion in any diverse group.

Although often seen as neutral, technology can unintentionally create conditions that favour certain social groups over others. In this workshop, we will explore how technological tools and systems may exclude specific groups and how digital illiteracy—especially among individuals from underrepresented communities—can deepen workplace inequalities. Whether you work directly in tech or simply use digital tools in your day-to-day role, this session will help you identify the challenges that may arise in decision-making processes, including recruitment and evaluation, particularly when engaging with individuals who have different backgrounds or characteristics. Through practical examples, we will explore ways to improve digital accessibility and ensure that technology serves all individuals fairly and equitably.