In today’s evolving workplace, unconscious bias can shape communication, decision-making, collaboration, and employee experience in ways that impact both culture and organizational performance. This workshop helps participants better understand how bias shows up in workplace interactions and systems.

Through reflection, facilitated dialogue, and practical application, participants examine the impact of microaggressions and everyday workplace behaviors on trust, engagement, and team dynamics. The session equips participants with strategies to foster more inclusive workplace practices, strengthen empathy and accountability, and contribute to environments where employees across identities and experiences can thrive.

Strong workplace cultures are built when individuals understand how to advocate for and support colleagues across different identities, experiences, and perspectives. This workshop explores the role allyship plays in strengthening trust, collaboration, and inclusion within teams and organizations.

Participants examine concepts such as privilege, intersectionality, workplace dynamics, and advocacy while reflecting on how allyship shows up in everyday interactions and organizational culture. Using practical tools and the CWB’s dialogue-based frameworks, the session helps participants build the skills needed to engage across difference, foster accountability, and contribute to workplaces where employees feel supported, valued, and empowered to succeed.

Organizations are changing and becoming more diverse, inclusive, and values-driven, as well as changing structures by becoming virtual or global. Our research reveals that employees and managers alike have difficulty engaging in conversations expected to be complicated or tense. On the other hand, we also know that learning organizations are feedback-rich, encourage authenticity among all employees, and harness the power of inclusion and cultural differences to meet business goals. To address this gap, we developed a session where participants learn to engage in difficult conversations across and about identity differences, roles, and functions. The workshop helps participants develop this critical leadership competency that can, in turn, help organizations expedite efforts toward developing more inclusive, innovative, and high-performing teams and cultures.

As conversations around gender continue to evolve, organizations are increasingly recognizing the importance of creating workplace cultures where people of all gender identities and expressions feel respected. This workshop explores the realities of gender diversity in today’s workplace and examines how language, policies, workplace norms, and everyday interactions shape employee experience and belonging.

Participants build an understanding of key concepts related to gender identity and expression while learning practical strategies to foster more inclusive and affirming workplace environments. Through dialogue and reflection, the session helps organizations strengthen allyship, improve communication, and support cultures where employees across the gender spectrum feel seen, valued, and empowered to contribute fully.

Research indicates that confidence is at least as important as competence in one’s career trajectory, yet systemic and behavioral unconscious bias works against confidence, especially for women and other underrepresented groups.

The goal of this program is to educate participants about the role of confidence in one’s career, barriers that can get in the way of confidence, and how to establish one’s influence and authority by leveraging their understanding of confidence. Facilitators use a combination of interactive techniques to teach attendees how to: project confidence and leverage it to lead, regardless of their role; establish and utilize strategic relationships that expand influence; and leverage personal power to model confidence and inspire trust.

As organizations navigate evolving workforce needs and ongoing talent challenges, disability inclusion remains an important opportunity to strengthen workplace culture, expand talent pipelines, and improve employee experience. This workshop explores how organizations can better support employees with both visible and non-visible disabilities while building environments where people across abilities and lived experiences can thrive.

Participants examine the intersection of disability, identity, workplace access, and belonging while gaining a deeper understanding of the barriers that can impact recruitment, retention, engagement, and advancement. This session helps leaders and teams identify ways to foster more accessible, inclusive, and supportive workplace practices that benefit both employees and organizational performance. 

Progressive organizations equip employees with the right competencies to engage effectively with a variety of communication preferences, to engage in productive disagreement, and to work collaboratively. This skill is crucial in the trajectory from individual contributor to manager to C-suite position.

The goal of this session is for participants to understand conflict, learn more about effective communication, and identify how to adapt to a variety of styles. Through candid discussion and insightful exercises, the program focuses on effective conflict/communication strategies that enhance team effectiveness, innovation, and workplace culture. Strategies include: listening; working with varied communication preferences; practicing critical communication skills; and learning how to effectively navigate and leverage varying conflict management approaches.

Research shows that men continue to outpace women in their negotiations for pay and other workplace perks, and that women remain more reluctant to advocate for themselves. However, the topic is more nuanced than a quick look at the data reveals, and context matters.

The goal of this program is to increase attendees’ knowledge about the role of gender and other identities in negotiations and to equip them with effective strategies to become better negotiators. This workshop focuses on: the value of negotiations, including and beyond pay; the unique challenges that women and other underrepresented groups face (intersectionality matters); the role of power, conflict styles, and stereotypes; negotiating demonstrations; practicing and critiquing negotiation scenarios; specific success strategies.

Employee Resource Groups (ERGs) can play an important role in strengthening workplace culture, building community, supporting employee engagement, and connecting organizational values to business priorities. As ERGs continue to evolve, organizations are increasingly looking for ways to ensure these groups are sustainable, strategic, and positioned to create meaningful impact across the workplace.

This workshop is tailored to an organization’s specific ERG structure, goals, and stage of development. Participants explore the role ERGs can play in leadership development, retention, workplace culture, and employee experience while gaining practical guidance on building and sustaining effective groups over time. The session examines topics such as executive sponsorship, organizational alignment, collaboration strategies, measuring impact, and navigating common challenges. Participants also receive practical tools and frameworks to support ERG planning, communication, programming, and long-term success.

Strong workplace relationships are essential to effective collaboration and career growth. This workshop helps participants better understand workplace dynamics and develop the skills needed to navigate relationships with managers, senior leaders, and colleagues across different levels of an organization.

Participants examine topics such as leadership styles, organizational hierarchies, feedback, boundary-setting, and workplace communication while building greater awareness of their own communication patterns and professional approach. The session provides practical tools to strengthen workplace relationships, navigate challenging conversations, and work more effectively within complex organizational environments.

Conventional wisdom shows that in order to improve as individuals and as leaders, we often dedicate resources to our areas of weakness. The CliftonStrengths approach, developed by Gallup, instead focuses on areas of strength, recognizing that most people thrive in activities that enhance their natural talents and skills.

The goal of this workshop is to help attendees unlock and maximize their top strengths since most people do not fully understand their strengths or have the opportunity to use them most effectively. (All attendees must take the CliftonStrengths assessment before attending this workshop.) This program focuses on: the unique combinations of abilities that show up in each individual’s assessment; advice and strategies on how to utilize those abilities to work optimally with others; and how to use such strategies to enhance individual and team productivity, satisfaction, and success.  

People who can advocate for others, provide good advice, and offer strategies for navigating career challenges are vital to an individual’s professional growth, advancement, and emotional well-being. This is the essence of effective mentorship, sponsorship, and networking.

The goal of this program is to empower attendees with knowledge of mentors, sponsors, and professional networks, and equip them to serve as more effective mentors/sponsors or mentee/ protégés.  Incorporating extensive discussion, interesting data, and relevant exercises, this workshop focuses on: the differences among mentors, sponsors, and networks; the three types of professional networks and their value; how to serve as either a mentor/sponsor or a mentee/protégé; real-time mentorship practice; and specific strategies and tools to leverage the knowledge.