Diversity, Equity and Inclusion

Kwela offers both an Introductory-level course, and an Advanced-level course [scroll down for Advanced course details].

Introductory Training

The question about focusing on Diversity, Equity and Inclusion (DEI) is no longer an “if?”, but rather “when and how?” And while there are streams of data and lots of business and financial reasons for this imperative, what we all know intuitively is that it is just the right thing to do. But that can be easier said than done.

Without the right foundational training, a DEI strategy remains well-intentioned words on paper, and an organization’s diversity potential is not channelled for maximum performance and success.

Creating, fostering and sustaining a diverse, equitable and inclusive workplace is everyone’s responsibility, and learning the right behaviours and skills is the first step to getting there. In this introductory training, participants will learn the key DEI concepts. Unconscious biases will be explored (why we all have them and what we can do to interrogate and mitigate them), and participants will understand their role in cultivating a workplace of inclusivity and belonging.

Results You Can Expect

  • Understand the complexity of diversity and equity
  • Uncover and tackle unconscious biases
  • Understand systemic discrimination, privilege and oppression
  • Explore your role in creating an inclusive workplace

Key Focus Areas

  • Dimensions of diversity and intersectionality
  • Equality versus equity
  • Unconscious bias and stereotyping
  • Systemic discrimination, privilege and oppression
  • Workplace allyship

Target Audience

It is about being inclusive, so it’s for everyone!

Formats – more

In-house (on-site or virtual)
  • ½-day workshop

Advanced Training

Creating and sustaining diverse and inclusive workplace is everyone’s responsibility. We all play a part in fostering an environment where every person can bring their whole selves to work. However, leaders have an extra level of responsibility. To bring about lasting, meaningful change, they must have the knowledge and skills to ensure multi-faceted diversity and cultural differences are celebrated; systemic discrimination and racism are uncovered and eliminated; and equity and true belonging are the reality for everyone.

This advanced Diversity, Equity and Inclusion (DEI) training is designed for leaders (and/or members of a DEI working group) to continue their DEI journey by exploring concepts more deeply, including self-reflection, learning from their own and others’ experiences, and developing tangible actions and commitments. By attending the training, participants will be better positioned to examine and improve systems to support DEI initiatives, and minimize systemic biases and practices in their organizations, especially when it comes to talent acquisition and management.

Results You Can Expect

  • Commence and/or continue your journey to being an inclusive leader
  • Build individual and organizational cultural awareness and understanding
  • Explore the impact of marginalization in the workplace
  • Understand discriminatory versus inclusive systems and practices

Key Focus Areas

  • The inclusive leader continuum
  • Cultural competence
  • Marginalized groups in the workplace
  • Inclusive systems and practices

Target Audience

This session is for leaders and/or members of a DEI working group. Participation in Kwela’s Introduction to DEI training and/or a good understanding of the core DEI concepts is a prerequisite.

Formats – more

In-house (on-site or virtual)
  • 1-day workshop (can be delivered in 2-3 modules)


I really enjoyed the session (Introductory Training) — sometimes D&I sessions can be preachy, and I wasn’t sure how 3 hours virtually was going to be. However, I thought it was masterfully facilitated. The breakout groups are fantastic, and work even better than in person because there’s no lost time. The video-sharing also worked really well. And of course, the content was very good.

I really appreciated the way the concept of “privilege” was handled, since the word can be such a turn-off. The facilitator using her own story was helpful and she did it in a way to say, “I’m on this journey myself”, which I think made people feel more comfortable.

Hilary Stoddart
Director, Human Resources
Law Society BC