Workplace

Diversity and Equity in the Workplace

Diversity Leadership Training for Professional Offices

Workplace Diversity
Diversity and inclusion go hand in hand. Organizations that successfully capitalize on the diversity of their staff consistently work to identify and address systemic barriers embedded within policies, practices, programs and services - barriers that inadvertently exclude individuals or whole communities.

 It is not enough to simply employ a workforce of individuals with varying backgrounds and views. Growing a dynamic organization capable of meeting today’s business demands means integrating diverse experiences and perspectives at a foundational level, leveraging them to help shape policies, programs and interactions with clients.  

In the office, inequity and a lack of respect for diversity and acceptance can be costly. It can cause us to make poor decisions and miss opportunities. It can also jeopardize relationships with clients. Anticipating diversity and proactively fostering an inclusive organization will help create an environment conducive to success, ensuring positive relationships amongst employees and with the clients they serve.

Harmony Movement offers a one-day workshop that employs an interactive and innovative approach to capacity-building for inclusion. Our professional development programs are based on our work with school administrators and educators, service providers, as well as community organizations. Our clients include the Royal Conservatory of Music, Regent Park Community Health Centre, and the Family Services of Peel.

Workshop participants will learn how to:

  • Work more effectively with colleagues and clients by focusing their “equity lenses”;
  • Understand how exclusion and inequity can manifest at the systemic and individual levels and how to identify ways to address them;
  • Develop an understanding of the impact of bias, prejudice and stereotypes on colleagues, clients and constituents.
  • Overcome unconscious biases and engage colleagues and clients in discussions that create a positive culture and lead to better interactions and decisions.


Self Check-In – identify the resources you bring to diversity and inclusion work; explore your own strengths and weakness in supporting an inclusive organizational culture; reflect on the steps you can take to further your understanding of the principles of diversity and inclusion.

Prejudices and Stereotypes – explore the roots of prejudice and stereotypes; reflect on their impact; and develop strategies to address their consequences.

Strengths, Weaknesses, Opportunities, Threats (SWOT) – identify and analyze the strengths, weaknesses, opportunities and threats to the areas of diversity and inclusion at your organization.

Real-Life Scenarios – Anticipate challenging scenarios that might arise at your organization and plan appropriate ways to respond.

Moving Forward – turn theory into practice by exploring and learning strategies that will help you on your journey toward long-term, sustainable change.

Strategy Planning – we will get your organization started on creating an equity and inclusion action plan by using an Equity Strategy planning template.