As our workplaces become more diverse, creating welcoming places of opportunity for all is crucial. Establishing a shared understanding of fundamental diversity, equity, and inclusion principles is key, as our language can shape how we understand and connect with people. Whether you are new to this conversation or looking to refresh your understanding, this training will provide the foundational knowledge necessary to foster an inclusive environment in your organization.

In this training, participants will:

• discuss and review key concepts including inclusion, belonging, access, and equity
• discuss dimensions of diversity; and
• review key features of inclusive workplaces

As the journey towards inclusive workplaces continues, empathy has been increasingly recognized as an essential tool in today’s workplace. Empathy and the capacity to connect with people are crucial to our professional and personal lives. Research from Ernst & Young shows an empathetic mindset creates trust between employees and managers, with 90% of US workers reporting how empathic behaviors from managers bring higher job satisfaction and 79% agreeing it decreases employee turnover. Empathy has a powerful impact on productivity, job satisfaction, and workplace motivation.

In this training, participants will:

• discuss the benefits of creating a psychologically safe work environment;
• learn the key ingredients to creating empathy in the workplace: commitment, trust, and skill; and
• understand their role in creating an inclusive workplace for

The brain processes up to 11 million pieces of information per second. Implicit or unconscious biases are shortcuts that aid in decision-making. People want to be fair towards others, but our unconscious minds sometimes get in the way. By raising awareness, we can make decisions and act more aligned with our beliefs.

“Our brains sometimes take cognitive shortcuts that can lead to unconscious or implicit bias, with serious consequences for how we perceive and act toward other people.” – Short Wave, Understanding Unconscious Bias – NPR

In this training, participants will:

• learn what implicit or unconscious biases are;
• discuss why it is essential to understand implicit bias and
• review examples of implicit biases and ways to mitigate their effects in the

In the US, workers are more diverse than ever before. As the nation’s demographics change, our region must become a draw for talent and a welcoming place of opportunity for all. Vibrant Pittsburgh believes that a diverse workforce is essential to the ongoing economic vitality of the greater Pittsburgh region. Enabling practices, such as inclusive policies, diverse recruiting and retention strategies, and a culture of belonging, still need to be unlocked.

The presence of these factors is worth up to 12.9% points of innovation revenue.

In this training, participants will:

• review current data, trends, and benefits to discover what is needed to engage and reengage employees effectively;
• discuss how integrating equity and inclusion from “A Thing We Do to How We Do All Things’ impacts top talent and
• learn how Vibrant Pittsburgh is the region’s inclusion partner in these

Diversity, equity, inclusion, and access are the critical ingredients of belonging. Feelings of belonging drive innovation, recruitment, and retention. Cultivating a culture of belonging can improve employee engagement and performance.

This training provides an overview of the factors that contribute to feelings of belonging and provides insight into how to foster a supportive, inclusive workplace environment.

In this training, participants will:

• discuss the main factors that make employees feel like they belong;
• review critical components to help foster a sense of belonging and
• learn the benefits of creating a supportive, inclusive work

Inclusive leaders commit to ensuring all team members are treated equitably, feel a sense of belonging, and have the resources and support they need. Creating feelings of belonging for all employees is one of the best things you can do to improve employee engagement and performance and help support institutional goals. An inclusive workplace culture is critical to recruiting and retaining an engaged and innovative workforce.

In this training, participants will:

• have a better understanding of the critical features of inclusive workplaces;
• learn about how to increase workplace fairness and respect; and
• understand the conditions that bring all team members closer to feelings of belonging, thus creating the conditions that build confidence and enable innovation.

What does it mean to be an ally? Is allyship enough? Those seeking to create more inclusive workplaces and mindsets often ask these questions. Being an ally means supporting members of social groups outside your own and helping them to succeed. Allies, advocates, and accomplices are essential to make your workplace feel safe, comfortable, and welcoming to everyone.

In this training, participants will:

• learn about allyship, advocates, and accomplices in the workplace;
• define and discuss the difference between being an ally, advocate, or accomplice and
• review examples of how to listen, engage, and

For those seeking to create a more diverse and inclusive workplace, “microaggressions” have become a point of focus. Microaggressions are subtle, sometimes well-intended, yet insensitive comments that are rooted in stereotypes and implicit biases. As a concept, microaggressions challenge us to take a hard look at how we treat others, determine if our intentions align with our impact, and do the work to change our behaviors. Microaggressions also have a flip side: “microaffirmations” are small acts that occur wherever people wish to help others succeed.

In this training, participants will:

• learn what microaggressions are;
• discuss how to recognize microaggressions and how to draw attention to them in a non-confrontational way to create access and reduce stereotypes; and
• review examples of microaffirmations and how to support a diverse

LGBTQIA+ communities are celebrated for helping to increase visibility, recognize different identities, and promote self-acceptance. These ideas are essential year-round, showing that diversity, fairness, and inclusion need ongoing support. How can we keep this spirit of pride and progress ongoing every day?

In this training, participants will:

• develop a better understanding of LGBTQIA+ identities and experiences through an intersectional lens;
• learn about respectful and inclusive language; and
• understand the role that you can play as an ally in supporting LGBTQIA+

How do we create the space needed to have meaningful conversations across different dimensions of diversity? In today’s multifaceted world, building skills for inclusive conversations in the workplace is crucial. To foster inclusive interactions, we will discuss the personal competencies that need to be developed, such as commitment, consistency, empathy, and trust.

Building a culture of inclusion asks us for full participation as we understand our biases and adjust our approaches.

In this training, participants will:

• discuss the conditions needed to have inclusive interactions;
• reflect upon and discuss barriers to individual actions and
• review ways to build and sustain psychologically safe spaces for these

This in-depth skill-building training session will explore advanced approaches for fostering inclusive discussions. It will deepen our understanding of the nuanced aspects of inclusive conversations, conversations that promote diversity of thought, encourage active participation, and create an environment where everyone’s voice is heard. This session will equip participants with valuable skills to develop more inclusive and engaging conversations.

In this training, participants will:

• Gain insights into building a safe space for open and honest
• Acquire skills in using inclusive language to create an inclusive
• Apply skills and techniques to effectively navigate sensitive topics and leverage inclusive language.

Inclusive leaders commit to ensuring all team members are treated equitably and have the necessary resources and support. One concrete place to start is with how we run our internal meetings. Inclusive meetings create an environment in which everyone can contribute. Building a culture of inclusive meetings requires us to understand the biases that diminish the effectiveness of our teams and adjust our approaches to meeting facilitation.

In this training, participants will:

• learn how to foster a culture of inclusive meetings;
• understand the basics of running an inclusive meeting; and
• review and practice these concepts in real

Communicating successfully in the workplace requires practice and skill, and communicating successfully with people from diverse cultures is a continual process. This training will discuss overcoming obstacles that may impede respectful, meaningful conversations with people from multilingual backgrounds and recognize differences in communication styles.

In this training, participants will:

• understand the importance of paying attention to cultural differences in the workplace;
• discuss inclusive work environments and how culture can affect communication styles;
• review aspects of language learning and fluency; and
• learn tips for communicating more clearly and

Language shapes how we connect with others and fosters (or limits) inclusivity in the workplace. Missteps in language can unintentionally reinforce exclusion, while thoughtful word choices foster belonging and psychological safety. This training discusses overcoming obstacles that may impede respectful, meaningful conversations, recognizing differences in communication styles, and applying precise inclusive language principles.

Participants will gain tools to navigate these conversations with respect and confidence.

In this training, participants will:

• examine and update the language used in the workplace;
• discuss inclusive work environments and how culture can affect communication styles and
• learn tips for communicating more clearly, concisely, and

Decades of research by organizational scientists, sociologists, economists, and demographers show that socially diverse groups (those with a diversity of race, ethnicity, gender, and sexual orientation, for example) are more innovative than homogeneous groups. However, simply having a diverse workforce does not always guarantee an inclusive workplace. Strategies to support a diverse talent pool are needed at every stage of the hiring process.

In this training, participants will:

• learn the importance of attracting a diverse talent pool;
• discuss the benefits of mitigating bias in the hiring process and
• consider immediate strategies and tactics for more equitable hiring and talent attraction.

The mere presence of diversity does not automatically translate into inclusion. Drawing on the foundational knowledge from the previous session, Building a Comprehensive Recruitment Strategy, Immediate Approaches, this training delves deeper into the complexities of fostering diversity, equity, and inclusion in the talent attraction, hiring, and retention cycle. To capitalize on diversity’s potential, strategies must be thoughtfully devised and systematically implemented at every step of the hiring and talent retention journey.

In this training, participants will:

• review the steps of attracting a diverse talent pool;
• examine strategies for identifying and mitigating bias and;
• explore long-term strategies and enabling practices for more equitable hiring and talent retention.

Disability inclusion is about more than just physical accessibility; it is about creating an environment where individuals with disabilities, whether observable or invisible, feel valued, understood, and supported. To do this, we must recognize the unique challenges they face and the unique skills they bring to the workplace. By identifying the broad spectrum of disabilities, implementing supportive policies and practices, leveraging technology, and promoting participation and leadership, organizations can move towards true inclusivity. In this two-part series, we will go beyond mere accessibility measures to explore how organizations can foster a culture of genuine inclusion for individuals with disabilities.

In this training, participants will:

• understand the difference between accessibility and disability
• explore the benefits of promoting a culture of disability inclusion in the
• gain practical insights into creating environments where individuals of all abilities feel valued and respected.

In this session, we will build upon the foundational knowledge gained in part one. It is essential to continue beyond mere accessibility measures and explore how organizations can foster a culture of genuine inclusion for individuals with disabilities.

The aim is to enable participants to consider more specialized insights and practical strategies for promoting disability inclusion across various organizational culture and operations facets.

In this training, participants will:

• review examples illustrating successful implementations of disability inclusion initiatives;
• explore ways for employees with disabilities to advocate for themselves and contribute to the organization;
• discuss ways to advocate for disability rights, foster allyship, and drive meaningful change within their respective spheres of influence.

The current workforce includes up to five generations, each bringing distinct perspectives, skills, and values to the workplace. This diversity in age groups presents challenges and opportunities for organizations to manage different work styles, values, and expectations. This session will explore the benefits and strategies of promoting collaboration between different generations within the workplace. Effective generational diversity management can bring significant benefits, including knowledge transfer, mentoring, innovation, and reduced turnover.

By harnessing each generation’s unique strengths and perspectives, organizations can create a more dynamic, inclusive, and productive work environment.

In this training, participants will:

• Understand Generational Strengths: Learn to identify and appreciate the unique skills and perspectives each generation brings to the workplace.
• Enhance Communication and Collaboration: Discover effective communication techniques and collaborative practices to bridge generational gaps and foster teamwork.
• Implement Inclusive Development Strategies: Explore methods to support the growth and well-being of all employees, ensuring opportunities for continuous learning and career advancement across generations.