Allyship, Inclusion & DEI Training Workshops

See the full range of allyship, inclusion & DEI training workshops in detail below. The categories are designed to help narrow down where you may want to focus efforts as your organization builds out a diversity and inclusion training roadmap.

Scroll to browse the full list of workshops or click each button below to jump to a category.

All Next Pivot Point workshops are approved for professional development credit toward SHRM-CP and SHRM-SCP recertification.

Allyship & Inclusive Leadership Workshops

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Lead Like An Ally

A Journey Through Corporate America with Strategies to Facilitate Inclusion, with proven strategies for diversity and inclusion.

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To succeed together as allies, we will learn:

  • Why we need allies for diversity and inclusion
  • What allies do to support others different than themselves
  • Three key strategies to lead like an ally regardless of your role or position in an organization

Developing the Next Generation of Little Allies

A resource to help parents and people leaders everywhere guide children along in their journey towards allyship.

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Together in this session, we’ll cover:

  • Why we need to talk to kids and start this conversation earlier
  • What being an ally means – allyship starts at home and kids naturally enjoy diversity
  • How to be an ally – Allyship is a journey, and adults are modeling it every day

Facilitate Inclusive Meetings

Facilitation means to ‘make easier’. As a facilitator, your job is to guide the conversation and simplify complex issues.

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Together, we will learn how to:

  • Practice proven facilitation techniques to guide conversations
  • Create and maintain psychological safety and bravery
  • Manage difficult situations through a scenario-based activity approach

Know Your Ally Role

It is important to start the ally journey intentionally. Knowing your role and the experience you create as an ally is key.

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In this workshop, we will help you map out your ally role and decide the ally you want to be. Together, we will learn how to:

  • Step up as a sponsor
  • Advocate for others
  • Stay open to input and practice perspective-taking

Create Space for Others Different than You

Create a diverse space through day-to-day actions and behaviors that demonstrate to others that you want to be an ally for them.

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In this workshop, leaders will learn how to:

  • Embrace the tension of paradox through appreciating ambiguity with diversity and inclusion
  • Separate intentions vs. impacts to coach others on how to be inclusive
  • Call people into the diversity conversation and promote healthy accountability as allies

Lead With Vulnerability & Empathy

It can be hard to empathize when we have different lived experiences. Together, we will discuss empathy and vulnerability as an ally.

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We will learn how to:

  • Be vulnerable first to give others permission to be vulnerable
  • Practice taking on others’ perspectives helps your team
  • Trust without knowing the outcome with practical exercises to set the expectation for leaders to care and measure progress on equality

Practice Using Inclusive Language

Many words or phrases that used to be very commonplace are now recognized as exclusionary and have been replaced with more inclusive language.

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In this workshop, we will cover:

  • Why language matters – The words we choose signal our intentions as allies
  • Inclusive language examples – Allyship is about progress over perfection
  • How to use inclusive language – Allyship is a journey, and you do not have to do it alone

Drive Engagement Through Purpose

People want their contributions to matter, yet sometimes do not see the importance and how it connects to deeper value.

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In this workshop, we’ll discuss:

  • Why purpose matters – The power has shifted to employees choosing their employers
  • Getting to know employees as people – We are all human and want to be seen, heard, and feel like we belong
  • Improving the employee experience – Customers feel the employee experience and increasingly align purchase decisions to people

Conduct Candid Conversations

Teams that perform at a higher level have high trust. Trust doesn’t only in a vacuum, it is built with open and candid communication.

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This workshop will cover:

  • Understanding the necessary ingredients of a candid conversation, barriers to having them, and strategies to overcome them
  • Applying the roles of advocacy and inquiry to conduct candid conversations
  • Conducting candid conversations through our proven simple 3-step process utilizing real-life scenarios

The Allyship Journey: From Individual Actions to Systemic Change

Ironically, many of the people who are expected to be leading the way in social change are unequipped to meet this new responsibility. 

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Employees, customers and boards are looking to corporate institutions to lead the way in social change. Those who fare well have a consistent, intentional commitment to inclusive leadership.

In this highly interactive and actionable presentation, Julie Kratz shares:

  • Why inclusive leadership is the most sustainable competitive advantage during times of uncertainty
  • 10 practices inclusive leaders can use to drive systemic change
  • 3 proven tools and assessments to hold leaders accountable to inclusive behavior change

Using these practices and tools, leaders will feel more prepared to drive systemic change through their everyday behavior and will know how to engage others in the process.

Cultural Intelligence

Cultural Intelligence is an excellent deep dive workshop for stronger teambuilding and leadership team development.

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Attendees will grow as inclusive leaders by unpacking their unique identities and their different lived experiences and perspectives that they bring to the workplace.

Using research from the Cultural Intelligence Center’s certification program, during this workshop we’ll cover:

  • Learn about your unique cultural values and your team’s values
  • Disrupt biased systems and practices
  • Create a leadership action plan

Focus on Self Awareness to Foster Inclusion

Self-awareness is essential to fostering an inclusive work environment. Yet, many hopeful allies overestimate their self-awareness.

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Our communicate style affects how we show up as allies in training. DiSC and other self-assessment tools help leaders know their natural style and flex their styles to others. Together we will discuss:

  • Learning about your natural communication style
  • Discovering how to flex your style to meet the needs of your audience
  • Commit to specific strategies to continuously improve as a leader

Foster Psychological Safety

Psychological safety is a critical component of an inclusive workplace and means being able to freely express yourself without the fear of retaliation.

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People from historically marginalized groups often report feeling less psychologically safe at work. By providing a psychologically safe workplace where people can feel seen, heard, and belonging, inclusive leaders set the tone for diverse talent to thrive.

In this workshop we’ll discuss:

  • The Research – Psychological safety is a competitive advantage in talent retention and attraction
  • How to Practice – Key components of psychological safety and how to practice it more
  • Common Scenarios – Three all too common situations where psychological safety can be enhanced

Bridge Polarization in the Workplace

‘Bridging’ is a concept developed by the Othering & Belonging Institute at UC Berkeley and is meant to be a solution to help fight the ‘breaking’ and the extreme polarization that we’re seeing today.

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During times when we want to break away from people with differing opinions from our own, we need to learn to lean in to bridging behaviors to help us respect and embrace each other’s differences.

In a polarized climate, leaders that practice and model bridging can help foster inclusive workplaces. In this workshop we’ll cover:

  • What bridging is (and is not) – Bridging as a tool used not to negotiate, but to exercise curiosity
  • A proven framework – How to bridge and use in polarizing conversations
  • Scenario Practice – Scenarios to practice the Bridging framework

Diversity is a Candid Conversation

Julie Kratz meets your team where you are at

Addressing Bias Workshops

Stretch Talent Equally

This workshop addresses the issues that get in the way of engaging and challenging the underrepresented employees equitably.

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We will walk through these tactics together in our interactive, hands-on workshop:

  • Give Candid Feedback – give constructive feedback to all employees equally
  • Challenge with Care – Provide Opportunities to grow high potential talent
  • Coach – Coaches facilitate ideas rather than give advice

Uncover Unconscious Bias

Julie will share stories, ideas and research from the Cultural Intelligence Center’s unconscious bias certification program.

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In this workshop, leaders will learn how to:

  • Increase awareness of what unconscious bias is and why it matters
  • Understand the sources of unconscious bias and how bias can influence interaction with others
  • Develop strategies to combat bias and to use differences synergistically to improve intercultural effectiveness

Address Bias in Hiring

Organizations that understand the business case for diversity are motivated now more than ever to hire inclusively.

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In this virtual, interactive workshop we’ll learn how to:

  • Diversify Where You Recruit Talent
  • Avoid Job Description No-Nos
  • Manage Interviewing Bias

Address Bias in Performance Management

With guidance and education, we can address and correct the bias in our performance management systems.

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In this session we’ll discuss:

  • Performance Bias – Biases that affect how we evaluate the performance
  • Best Practices – What to avoid in your management processes and what to encourage
  • Scenarios – Practice techniques to manage bias

Manage Microaggressions Proactively

Microaggressions are harmful statements or actions most people have said, heard, or participated in.

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Microaggressions happen at a much higher frequency to marginalized communities. Aspiring allies need to gain awareness around these behaviors in order to combat them. In this workshop, we’ll cover:

  • What microaggressions are and why they matter
  • Strategies to manage your behavior and the behavior of others around you
  • Scenarios to practice techniques to manage microaggressions and biases

Retain Diverse Talent

Diverse talent is in demand. In this highly collaborative talk, Julie discusses ways to retain diverse talent beyond recruitment.

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In this workshop, we’ll discuss:

  • Cancel Culture – we are quick to write folks off for making mistakes without giving them a chance to be better
  • Bad Behavior – As an ally, be on the lookout for non-inclusive behavior to call people in
  • Authentic Curiosity – Be curious, not judgmental

Together, we will collaborate to learn how best to foster inclusion as a team given our own unique biases and differences.

DEI in Succession Planning

There is a great deal of bias built into the way organizations have historically managed succession planning and performance management.

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It’s critical to first understand our biases and the systems in place that keep folks from historically marginalized communities out of succession planning conversations. Then we must be intentional about developing more diverse talent and preparing people for advancement and succession opportunities. In this session we’ll discuss:

  • Succession Planning – Equitable feedback, coaching and sponsorship are keys to success
  • Case Studies – let’s take a look at how organizations have successfully implemented DEI into their succession planning
  • Performance Biases – Be on the lookout for non-inclusive attitudes and behaviors that affect succession & advancement

Diversity Dimensions Workshops

Strive to Be an Ally for LGBTQ+ Community

Julie will share best practices and research from her books on allyship as it relates to being an ally to the LGBTQ+ community.

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In this workshop, leaders will learn:

  • Language & History – What the acronym means and the history of LGBTQ+ rights
  • Actionable ally best practices
  • How to ensure a culture of belonging for everyone and facilitate being out at work in a safe, brave way

Disability Inclusion in the Workplace

Through education and awareness around disability inclusion, we work to ensure adequate policies and practices are in effect.

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In this workshop we’ll discuss:

  • The human and business case – why this matters to all humans and businesses
  • Key phrases and terms to lead like an ally for those with disabilities
  • Best practices and techniques to foster belonging and ensure success for those with disabilities in the workplace

Broaden Your Definition of Diversity

Best practices from Julies books on allyship to help broaden the definition of diversity beyond race and gender.

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In this workshop, leaders will learn:

  • Why definitions matter and the importance of understanding diversity is more than just race and gender
  • How privilege is a chance to be an ally by reviewing a privilege wheel and dimensions of difference
  • How to create a culture of belonging for all to be an ally to people different than you

Interrupt Gender Bias

Gender bias is much more subtle today than the blatant bias we used to hear and see in the workplace 20 years ago.

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In this workshop, we will discuss:

  • What Gender Bias is and Why it Matters
  • Types of Biases that Affect Women in the Workplace Today
  • Strategies to Manage Bias in the Moment

Understanding Intersectionality as an Ally

We are not one-dimensional people. It is these varying dimensions of identity that make us all unique.

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Together we will discuss:

  • What intersectionality is and why it is important now more than ever
  • Common microaggression experiences people of color and minority groups face in the workplace and ways to call in allies
  • The dangers of assumptions about intersectional experiences and how to be inclusive as an ally

Commit to Being an Ally to BIPoC

In this collaborative workshop, we’ll discuss how to best strive to be an ally to all Black, Indigenous, and people of color.

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We’ll discuss:

  • Owning your role in the system of racism
  • Understanding where your privilege lies and how you can leverage to support others
  • Strategies to support people of color collectively

Explore Neurodiversity

Neurodiversity is described as the idea that people experience and interact with the world around them in many different ways; there is no one ‘right’ way of thinking, learning, and behaving.

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 In this workshop, we’ll cover:

  • What neurodiversity is – True vs. false information about neurodiversity
  • Why neurodiversity is important – With more information comes a greater awareness
  • How to address neurodiversity – Techniques and strategies to be more inclusive

Diversity is a Candid Conversation

Julie Kratz meets your team where you are at

DEI Strategy & Systems Workshops

How to Measure DEI

In this workshop, we will discuss proven tips and tools to measure diversity and inclusion in your organization.

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In this virtual interactive workshop, we will:

  • Determine how to prioritize data that truly drives diversity and inclusion
  • Discuss crafting meaningful metrics that capture diversity and inclusion activities
  • Learn how to create a diversity and inclusion scoreboard for accountability

DEI Strategy & Roadmap

The path to an inclusive organization should start with a strategy. To craft a diversity and inclusion strategy, you need clarity.

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In this virtual interactive workshop, we will discuss best practices for
how to:

  • Define what inclusion means to your organization
  • Craft a compelling “Why” for why this is important for your organization now and in the future
  • Build an intentional road map of inclusion to support the strategy

D&I Council and ERG Organization

Most large corporations have had long-standing diversity and inclusion functions of their business.

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In this workshop, we’ll discuss:

  • The purposes of D&I Council vs. ERGs
  • Case studies of organizations that have successfully managed D&I Councils and ERGs
  • Best practices of D&I Council vs. ERGs

Dismantling Systems for Positive Change

The question we get asked most is really the basis for the work we do, is “How do I implement change in my organization”?

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In this workshop, we’ll discuss:

  • Understanding your organization’s starting point – 10 cultural competencies to measure DEI successfully
  • Fixing the systems – 3 processes that directly impact diversity, equity, and inclusion
  • Giving people resources – 5 tools every leader needs to lead inclusively

People Leader Development Workshops

Build Trust with your Team

The most successful teams are those built on a foundation of trust. Gone are the days of the trust falls and ropes courses.

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In this workshop, we’ll discuss:

  • Self-Trust – Trust often begins within. It is hard to extend trust to others if you do not trust yourself
  • The 5 behaviors of a team – proven attributes to improve trust as a team
  • Best practices and techniques for building trust as a group

Coach your Team to Success

Leaders that ask versus tell are more successful. Walk away with tangible commitments to take action right away.

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Together, we will learn how to:

  • Practice Active Listening
  • Ask Crisp, Open-Ended Questions
  • Promote Self-Discovery
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Manage Your Time

If we focus on mundane and unimportant tasks, we are less likely to complete challenging, yet important tasks.

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It’s all a matter of prioritization. In this workshop, we’ll discuss:

  • Barriers – those that are real and often unreal
  • Techniques – proven tools and ideas to better manage your time
  • Priorities – To-do list organization processes that work

Cultivate a Growth Mindset

Developing a growth mindset is a critical component in practicing allyship and leading inclusively.

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In this workshop, we’ll discuss:

  • Growth vs. Fixed mindsets – key differences and self-assessment
  • Modeling growth for others – we can only change our own behavior, not the behavior of others
  • Leading with growth – how to practically embed the mindset into daily practices

Hold People Accountable

True diversity and inclusion efforts mean that we are not willing to accept the status quo and inappropriate behaviors.

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In this workshop, we’ll discuss:

  • Active allyship – Allyship is not performative, it is a long-term actionable commitment
  • Progress over perfection – Behaviors to model and recognize
  • Techniques – Other ideas to improve accountability

Set Healthy Work Life Boundaries

With an ‘always on’ work culture burnout and stress are a very real problem for many of us. The pressure of “how can I do it all?” in today’s world is a daunting task.

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 In this workshop, we’ll discuss:

  • Knowing your why (and saying no to things not aligned with your why)
  • Giving to give – Giving to others through compassion
  • Prioritizing sleep – yes, sleep

Resolve Conflict Proactively

Conflict feels easy to avoid. Yet, it gets bigger the more we avoid it. It is leaders that mine for conflict who succeed.

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In this workshop, we will learn how to:

  • Demand Debate in a Healthy Way
  • Hold Your Team Accountable through Ground Rules
  • Build a Culture Based on Trust

Strengthen Your Emotional Agility

Manage your own emotions in positive ways to relieve stress, communicate, empathize, overcome challenges and defuse conflict.

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In this workshop, we will learn how to:

  • Assess One’s Emotional Agility
  • Learn the Neuroscience Behind Emotions
  • Practice Strategies to Improve One’s Emotional Agility

Managing Change & Uncertainty

Change can be incredibly difficult on the brain. Threat responses kick in, the emotional brain takes over, and we lose our ability to perform to our best potential.

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 People need ideas, strategies, and skills that can be applied to foster in change effectively and lessen the uncertainty. In this workshop, we’ll cover:

  • Why change can be hard and how to make it easier
  • How to be influential in times of change by leading proactively
  • The four phases all humans experience with change and how to manage them

Solve Problems Inclusively

When we have challenges or problems to work through, it’s important to use an inclusive decision making framework to make the best decisions for the whole team.

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Inclusion starts and ends with decision making.

In this workshop with your team we’ll do some real hands-on activities to establish an inclusive problem solving environment. Utilizing some real-life scenarios and workplace operational problems, we’ll walk through the following actions:

  • Take a Problem-Solving and Decision-Making Assessment together as a team and begin with a debrief of our results
  • Learn about a 5 step approach to problem solving as a team
  • Apply this problem solving approach to our problem, live

Diversity is a Candid Conversation

Julie Kratz meets your team where you are at