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 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.

The interview stage is one of the most decisive moments in the hiring process—particularly when it comes to selecting candidates with disabilities. This training focuses on how to properly prepare for and conduct accessible interviews, equipping participants with practical knowledge and tools to ensure fairness and inclusion. During the session, we will explore how to engage with disabled candidates in a respectful and effective way, applying key principles of accessibility while maintaining the rigour needed for a robust evaluation process. We will also look at the importance of accessible facilities and procedures, ensuring that every candidate has an equal opportunity to participate in the process and fully showcase their potential.

Recruitment practices lay the foundation for building a fair and high-performing workplace. To ensure equity and inclusion, both CV evaluation and the use of psychometric tools must be free from bias and discrimination that can compromise merit-based hiring. In this training, participants will learn to identify the implicit signals that CVs can carry and how to assess them objectively, without being influenced by unconscious bias. They will also be introduced to the ethical and effective use of psychometric assessments, gaining insight into their strengths and limitations. The goal is to equip HR professionals and hiring managers with the tools to implement inclusive, transparent, and reliable selection processes—ones that truly reflect the values of diversity and equal opportunity.

Building an inclusive workplace starts with attracting diverse talent. Accessible job listings are the first step in ensuring that all individuals—including those with disabilities—feel welcome, valued, and encouraged to apply. In this workshop, we explore the barriers that may prevent disabled individuals from accessing job opportunities and learn how to remove them. We focus on key principles of accessibility, the development of inclusive websites and multimedia content, and the use of non-exclusionary language. By the end of the session, participants will be equipped to create job adverts that open doors—offering equal access to professional opportunities from the very first point of contact.

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.

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.

This experiential workshop invites participants to actively engage with key issues and challenges related to gender identity, aiming to broaden and enrich their understanding of gender and equality across the full spectrum of gender identities and expressions. Together, we explore themes of gender, sexuality, and stereotypes, examine inclusive and respectful terminology, and address the realities of homophobia, transphobia, and gender-based violence experienced by LGBTQIA+ individuals—through a psychosocial and gender-aware lens. The session also introduces strategies for recognising and responding to discriminatory or abusive language and behaviour, including homophobic and transphobic bullying or harassment. Ultimately, the workshop supports participants in identifying and challenging gender-based biases and stereotypes, and encourages them to apply this learning within their personal, professional, and social environments to foster greater inclusion and respect for all identities.

How can we begin to dismantle microaggressions toward LGBTQIA+ individuals? Creating a truly inclusive and welcoming workplace means addressing not only overt discrimination but also the subtle, often unconscious biases that show up in our everyday language, behaviours, and assumptions. In this workshop, we will explore how microaggressions manifest in communication—particularly within the Greek language—and examine the ways in which unconscious bias can affect our interactions with LGBTQIA+ colleagues and clients. Participants will gain practical tools and inclusive communication strategies to foster more respectful, supportive, and equitable environments for all.

This seminar moves from theory to practice: no matter your role within an organisation, how can you actively contribute to building a safe and genuinely inclusive workplace for LGBTQIA+ colleagues? We’ll explore the difference between meaningful inclusion and pinkwashing, and unpack the concept of performative or “tick-box” allyship. Through practical tools, real-world examples, and honest reflection, participants will learn how to take intentional, responsible action that supports lasting, positive change—ensuring that inclusion for LGBTQIA+ individuals is embedded in everyday culture, not just surface-level messaging.

This interactive seminar is designed for HR professionals as well as all employees within an organisation, offering guidance on how to create a respectful, inclusive, and supportive working environment for trans individuals and those of marginalised genders. The session includes a comprehensive psychoeducational introduction, combined with an open Q&A format that encourages active participation. The aim is to build understanding, dispel harmful stereotypes, and provide practical knowledge that helps eliminate discriminatory behaviours or assumptions. Participants will leave with greater awareness and confidence to contribute to a workplace culture where all gender identities are acknowledged, respected, and included.

Disabled individuals represent an underutilised pool of talent, and more and more businesses are recognising that their inclusion in the workforce is not only a matter of equity—but also a competitive advantage. This interactive training is designed to empower leaders to shift their perspective on disability and embrace it as an opportunity for sustainable growth. Together, we will learn how to design and implement disability-inclusive strategies that foster a workplace where all employees can thrive, contribute meaningfully, and support the overall success of the organisation.

How can we ensure that our digital communication—both internal and external (such as email marketing, social media campaigns, and public messaging)—is truly accessible to disabled individuals? This session is designed to support Marketing, Communications, PR teams and beyond in shaping a culture of inclusion through both practical tools and, most importantly, a mindset of care and intentionality. We will explore strategies and accessibility best practices that make promotional campaigns and everyday communications more inclusive, ensuring that all audiences can engage equally with the messages we share.

Training staff—across customer service roles and the broader supply chain—to provide accessible products and services is a key step toward expanding your customer base and promoting social inclusion. This experiential training equips participants with the knowledge, skills, and practical tools needed to serve customers with various types of impairments in a respectful, effective, and inclusive way. The training is fully customisable to reflect the specific needs of each company, service, or product, ensuring relevance and applicability. Designed for anyone involved in customer interaction, the training covers best practices in communication, environmental accessibility, and inclusive service design—empowering teams to create better experiences for all customers, and contributing to a more equitable society.

Anxiety disorders are among the most common mental health conditions, with a significant impact on individuals’ wellbeing and performance. This session offers training on how to effectively and inclusively support individuals experiencing psychosocial disabilities, such as anxiety disorders, within the work environment. Participants will explore contributing factors, learn to recognise the signs of anxiety in themselves and others, and gain tools to address anxiety constructively in the workplace. The training also emphasises the importance of non-traumatising communication and aims to foster a culture of empathy, awareness, and psychological safety for all.

As organisations become increasingly international, multicultural, and globally connected, they are exposed to a diverse range of internal and external stakeholders. Cultural diversity can be a powerful asset—enhancing the quality of work and driving stronger business outcomes. However, to unlock this potential, cultural differences must be recognised, understood, and managed with awareness and sensitivity. This is especially important in today’s landscape of remote collaboration, where team members may work across vastly different cultural and geographical contexts. This training focuses on developing cultural awareness and intercultural competence. Participants will explore key dimensions of cultural difference and how they impact areas such as communication, team and people management, negotiation, decision-making, conflict resolution, performance management, project delivery, customer service, and more. The aim is to build inclusive, high-performing teams that thrive across cultures—both in-person and remotely.

Culture shock is the feeling of disorientation, uncertainty, or anxiety that individuals may experience when they find themselves in a country or culture that differs significantly from the one they are most familiar with. It typically unfolds in four stages, each varying in duration depending on individual circumstances and external conditions. In this workshop, we will explore these stages in depth, learn how to recognise and interpret the signs of cultural confusion, and develop practical techniques for managing culture shock. The aim is to equip participants with the skills to support themselves—and members of multicultural teams—through the emotional and cognitive challenges of cultural adjustment, fostering resilience and cross-cultural understanding in diverse working environments.

This seminar is designed to equip participants with the knowledge and skills needed to effectively support the inclusion of individuals with a migrant or refugee background into the professional environment. Welcoming and integrating these individuals is essential for building a multicultural and inclusive workplace culture. Through experiential activities, participants will explore the challenges that people with migration or refugee experiences often face—such as cultural differences, language barriers, trauma, and adapting to new workplace structures. The training provides practical strategies to foster a respectful and supportive environment where all employees can feel valued, included, and able to contribute fully to the organisation’s success.

Workplace inequalities do not only stem from individual bias—they often reflect institutional and structural practices that exclude certain racial and ethnic groups. Differences in race or ethnicity can lead to discrimination, both in recruitment processes and in career progression within an organisation. In this workshop, we will bring to light the hidden barriers and systemic or legal practices that contribute to racial inequalities at work. Together, we will explore our own blind spots and learn how to foster a genuinely welcoming environment for people of all racial and cultural backgrounds—ensuring equal opportunities for everyone.

This training aims to provide participants with essential knowledge and awareness of what neurodiversity is and how it influences day-to-day life in the workplace. We begin by defining neurodiversity and exploring the range of neurological differences it includes—such as the autism spectrum conditions, ADHD, dyslexia, and more. Through educational materials and real-life stories, participants will gain a deeper appreciation for the diversity of the human brain and understand why embracing this diversity is vital to the progress of society, organisations, and teams. The session also addresses common misconceptions and biases surrounding neurodiversity, helping to raise awareness, challenge stigma, and promote inclusion at all levels—from peers to leadership. By the end of the training, participants will be better equipped to foster a workplace culture that recognises, respects, and values neurodivergent individuals and their contributions.

Identifying the needs of neurodivergent individuals is a critical step in designing effective and inclusive workplace practices that reflect the values of modern organisations. This session focuses on analysing and assessing a company’s policies and day-to-day practices in relation to equal access and supportive measures for neurodivergent employees. Through case studies and experiential activities, participants will learn how to identify the barriers neurodivergent individuals may face in the workplace and how these impact inclusion, performance, and wellbeing. The training also guides participants in mapping out the steps needed to implement meaningful change—such as adapting physical workspaces, creating supportive processes, and using assistive technologies that enhance accessibility and productivity. By the end of the session, participants will be equipped to lead or support inclusive transformations that make the workplace a space where all neurotypes can thrive.

In this interactive trining, we explore the strengths of neurodiversity by examining the different ways of thinking and working that neurodivergent individuals bring to organisations. The session focuses on equipping participants with the awareness and the tools to recognise, understand, and support the unique behaviours and needs of neurodivergent colleagues. We will introduce key concepts of neurodiversity, explore the different neurotypes, and discuss both the benefits and challenges of fostering neuroinclusion in the workplace. Participants will learn practical strategies for building a respectful and inclusive culture—one where neurodiversity is not only accommodated but embraced as a source of strength, creativity, and innovation. The ultimate goal is to support the development of work environments where all individuals feel valued, understood, and empowered to thrive.

Neurodivergent individuals represent an untapped pool of talent in the world of work—yet during recruitment and hiring processes, their differences are often misunderstood or overlooked. This workshop is designed to support HR professionals in recognising and fairly assessing candidates who may present differently from neurotypical norms during interviews. By doing so, organisations can open the door to innovation, new perspectives, and truly inclusive growth. Participants will explore how to adapt recruitment and onboarding procedures to effectively include neurodivergent talent. We will examine the importance of neurodiversity, learn to identify and understand the specific needs and strengths of neurodivergent candidates, and design strategies for more accessible and equitable interviews and evaluations. The session also focuses on creating a welcoming onboarding experience, with an emphasis on reasonable adjustments and supportive communication from day one. Through hands-on activities, attendees will gain practical tools to help their organisations embrace neurodiversity—contributing to a more inclusive and forward-thinking workplace culture.

What challenges and opportunities arise—at every level of the organisational hierarchy—when it comes to meaningfully including neurodivergent individuals in the workplace? This training explores the most effective inclusive leadership strategies and practices for creating a working environment that supports all employees, regardless of neurodivergent traits or ways of thinking. Participants will be introduced to practical tools from the field of neuroleadership, gaining insights into how to foster psychologically safe, empowering team cultures where neurodiversity is not only welcomed but leveraged as a strength. Together, we will examine how inclusive leadership can unlock innovation, collaboration, and trust, while helping leaders recognise, support, and amplify the value of neurodivergent colleagues within their teams.

Effectively managing intergenerational diversity is a key success factor for today’s organisations. In this interactive seminar, we explore how neuroleadership—the application of neuroscience in leadership—can positively influence intergenerational inclusion. Participants will be introduced to strategies grounded in brain science and a social understanding of generational differences. The goal is to build a collaborative and supportive environment for all team members by recognising psychological needs, encouraging open communication, and fostering a culture of mutual respect. We will also focus on developing emotional intelligence skills to strengthen mentoring, guidance, and support across generations—ensuring that every employee feels seen, heard, and empowered to contribute.

In today’s multigenerational workplaces, effective communication between generations is more important than ever. Differences in values, communication styles, and work expectations can lead to misunderstandings that affect team cohesion and productivity. In this engaging workshop, we explore how different generations communicate, interact, and perceive the world—from questions like “What does cringe really mean?” to why some believe “younger generations don’t want to work or show respect.” We’ll look at how social media has reshaped communication, why punctuation might feel optional to some, and how generational norms can clash—or complement one another. Through dialogue, storytelling, and practical reflection, participants will gain insight into the shared dreams, frustrations, and expectations of various age groups. Most importantly, we’ll explore how to create a culture of mutual understanding and collaboration—where the fresh thinking of younger generations meets the wisdom and experience of older colleagues, driving innovation and inclusion forward.

Supporting the careers of employees aged 50+ presents both a challenge and an opportunity for modern organisations. These individuals bring valuable knowledge, insight, and experience—assets that can significantly benefit teams and businesses alike. This training is designed to equip leaders with the skills to effectively manage, support, and develop this age group. The focus is on optimising performance, strengthening engagement, and facilitating knowledge transfer to younger generations. We will explore the key challenges faced by 50+ professionals, including confidence gaps, age-related bias, and the growing need for upskilling in an ever-evolving workplace. Participants will assess how current policies and development processes can be adapted to align with the learning styles, motivations, and aspirations of more experienced team members. The training will also introduce a practical toolkit of support and engagement initiatives—such as mentoring programmes, volunteer opportunities, dialogue circles, and book clubs—designed to foster communication, intergenerational understanding, and collaboration across age groups. Ultimately, this session(s) aims to support leaders in creating age-inclusive environments where all employees, regardless of stage in their career, feel empowered to grow, contribute, and thrive.

Care is a part of everyday life—whether we’re parents, supporting elderly, ill or disabled family members, caring for animals, or contributing to our communities. No matter how visible or invisible our care roles may be, we all need support from our workplaces—and understanding from those around us—to manage our responsibilities with ease and dignity. In this practical seminar, we will explore ways to both seek and offer support to carers, regardless of our role or level within an organisation. Participants will learn how to create a culture of empathy and solidarity, one where caregiving responsibilities are acknowledged, respected, and accommodated—fostering wellbeing, trust, and balance across teams.

How does grief and loss manifest within a corporate environment? What emotions emerge when a team loses a member—or when someone within the team is grieving a personal loss? This workshop series is designed to provide leaders and team members with the knowledge, language, and emotional tools needed to support one another during times of grief. We will explore the different forms grief can take, the emotional responses it can trigger within a group, and what leaders need to understand about the stages of grief and effective coping strategies. Through open dialogue and practical activities, participants will learn to recognise and respond to emotions with compassion, creating a space where grief is acknowledged and processed in healthy, respectful ways. The ultimate goal is to strengthen team cohesion, support individuals who are grieving, and help the entire group navigate transitions with empathy, presence, and resilience.

This training focuses on the unique and often intensified challenges faced by parents of children with intellectual disabilities as they navigate the balance between caregiving and professional responsibilities. Together, we will explore evidence-based practices that can help parents manage these dual demands and examine how the workplace can play a meaningful role in improving their overall quality of life. Participants will gain a deeper understanding of the everyday realities these parents face, fostering a culture of awareness, empathy, and open communication. The aim is to empower organisations to build supportive environments where caregiver wellbeing is prioritised—contributing to healthier teams, stronger engagement, and a workplace culture rooted in compassion and respect.

This training offers a clear and accessible introduction to key concepts surrounding gender equality in today’s world. Using everyday language and relatable examples, we unpack terms such as sexism, gender stereotypes, direct and indirect discrimination, the glass ceiling, occupational gender segregation, sexual harassment, and the gender pay gap. We explore not only what these issues look like in practice but also their root causes and real-world impacts—helping participants identify areas for change that often go unnoticed. In a safe, inclusive, and non-judgemental space, participants will build a practical toolkit to better understand and address these topics, both in daily conversations and within the dynamics of the modern workplace. The goal is to foster greater awareness, empathy, and readiness to challenge gender inequality wherever it appears—supporting a more inclusive and respectful working culture for all.

What role can—and must—men play in the effort to achieve greater gender equality in the workplace and public life? How can we work together to dismantle harmful stereotypes and practices that ultimately affect us all? In this experiential seminar, participants will explore beliefs, opportunities, and challenges they may encounter on their personal journey toward more inclusive mindsets and behaviours. Through reflection, dialogue, and practical exercises, men are invited to better understand their influence and responsibility in promoting gender equity—and to develop a personalised action plan for supporting meaningful, lasting change in their teams, organisations, and communities. This session empowers men to become active allies and co-creators of a more just, respectful, and inclusive society.

In this interactive training, participants will have the opportunity to examine deeply rooted ideals of traditional masculinity and reflect on the limiting impact these can have on their lives, relationships, and roles in society. Through shared experiences and simple, practical tools, we will explore how individuals can rethink inherited gender norms and discover new, more expansive ways of expressing masculinity—beyond rigid, one-dimensional expectations. The session encourages thoughtful reflection and dialogue, guiding participants toward a more inclusive understanding of self and others. By the end of the workshop, participants will have begun building their own toolkit of inclusive practices—enriching their relationships, enhancing their leadership style, and redefining their social impact, both in and beyond the workplace.

What unconscious leadership model do we carry into most workplaces—and how does it shape both our own career aspirations and the opportunities we offer to others around us? In this experiential training, we will unpack deeply held beliefs about what makes a “good leader,” and explore the gendered traits we often (and often unconsciously) assign to ourselves and others. Together, we’ll challenge traditional assumptions about leadership, reflect on how they affect team dynamics and professional development, and begin to redefine leadership in a way that aligns with the unique needs of our organisational culture. By the end of the session, participants will have co-created a more inclusive leadership framework—one that helps dismantle individual and collective bias, and paves the way for fairer, more empowering practices in people management and development across all professional environments.