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.

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.

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.

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.

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.

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.

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.

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.