Inclusive Leadership Training assists leaders in understanding their implicit assumptions and prejudgments and seeks to improve their motivation to work with and the empower diverse groups.

Drawing on the six traits of inclusive leaders, our Inclusive Leadership workshop develops leaders’ commitment to inclusion and diversity, their courage to challenge attitudes and practices that yield homogeneity, their curiosity for and openness to different ideas, their ability to build collaborative workplaces, a cognisance of their own and others biases, and their cultural intelligence.

Engaging men as agents of change is critical to advancing gender equality. There are a number of obstacles, however, that prevent men from taking concrete actions necessary for challenging the status quo.

Our Engaging Men in Gender Equality Workshop seeks to engage male leaders in gender diversity efforts by developing participants’ motivation for and commitment to advancing gender equality and by transferring concrete strategies for advancing gender equality.

Research shows that if you want to create teams capable of innovating you need diversity. But diversity, per se, if not enough. Without psychological safety, individuals may be reluctant to speak up and you may miss out on breakthrough ideas, learning from mistakes, and the raising of valid concerns or red flags. By creating a team climate that reduces the interpersonal risks of speaking up, the team will be rewarded with better decisions, creative collaboration, motivated members, and improved performance.

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Unconscious bias refers to attitudes and beliefs we hold towards particular social or cultural groups that occur outside of conscious awareness and influence our responses.

Unconscious bias in recruitment, selection, promotion, development, and everyday workplace interaction limits the potential that can flow from a diverse workforce for higher-quality problem solving and decision-making, innovation and creativity, accessing diverse customers and suppliers, and attracting and energising top global talent.

Reducing unconscious bias at work is a critical component of an organisation’s efforts to create a diverse and inclusive work setting in which all employees contribute fully to work processes.

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Unconscious bias training assists hiring managers in understanding their implicit assumptions and prejudgments. It seeks to reduce bias in recruitment and selection by transferring skills for objective hiring practices and developing hiring managers’ ability to monitor and manage their own and other’s bias.

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Cultural inclusion requires a different set of competencies to the ‘gender smarts’ required for gender inclusion. A culturally inclusive work setting requires a culturally intelligent workforce and leadership. Cultural intelligence is positively associated with workgroup cohesion, integration, trust and performance in diverse cultural settings. Cultural intelligence predicts the formation of diverse networks and the sharing and integration of information and ideas. Cultural intelligence dismantles ‘us vs them’ social categorisations and negative stereotypes and enhances intercultural understanding and respect — workplace incivility, harassment and discrimination are lower. Workers with cultural intelligence experience higher levels of sociocultural adjustment and psychological well-being and lower levels of stress.

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Strengthening Asia capability involves a three-pronged approach: winning the war for local talent across diverse Asian markets, leveraging the perspectives and experiences of Australian talent with Asian heritage, and increasing the cultural competency of Australia’s non-Asian workforce.

Achieving these goals necessitates the development of cultural intelligence or CQ—the collection of knowledge, skills and abilities that enable an individual to detect, assimilate, reason and act on cultural cues appropriately.

As a transcultural model of intercultural competence, cultural intelligence is a set of generic competencies ideally suited to managing the complexities of diverse Asian settings.

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As Australian tertiary campuses are increasingly global and diverse, cultural differences in attitudes, values, beliefs and norms for appropriate behaviour present new challenges for teaching effectiveness. Our Cultural Intelligence for Universities program draws on the expertise of the Cultural Intelligence Centre, LLC to provide faculty with strategies and tips for creating an inclusive classroom environment and teaching a culturally diverse population of students. A culturally inclusive classroom is one where students and staff alike recognise, appreciate and capitalise on diversity so as to enrich the overall learning experience.

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The greater variety of ideas and perspectives accompanying a diverse workforce challenges and changes existing business practices and assumptions to drive innovation in an organisation’s practices, products and services.

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We recognise that the pace of organisational life requires short, sharp learning interventions. We also know that building diversity and inclusion capability requires more than a one-off training program. Developing inclusive mindsets and behaviours is an iterative process. Successive learning interventions offer opportunities for reflection, build on past learnings, and prompt the discovery of new insights.

Our bite-sized diversity and inclusion workshops support an organisation’s diversity and inclusion efforts by offering cost-effective opportunities for groups of up to 60 participants to refresh and extend their awareness of diversity and inclusion issues in an interactive manner over one to two hours.

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Researchers have identified a variety of factors that contribute to a ‘glass ceiling’ that prevents emerging female leaders from achieving senior executive roles at the same rate as men. These include lower levels of confidence, weaker access to informal networks, lack of role models, and unconscious bias.

Mentoring is an established technique for empowering professional women to manage those challenges.

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Compared with members of the culturally dominant group, culturally diverse talent face unique challenges in their journey to leadership.

Cultural diversity enhances the potential for language and other communication barriers and heightens the risk of ambiguity, value conflicts, and reasoning and decision-making differences. Also, cultural stereotypes and bias can threaten rapport, stifle the exchange of information and ideas, hamper career progression, and are linked to workplace bullying and harassment. Those challenges can impact employee well-being and engagement.

Mentoring is an established technique for empowering emerging culturally diverse leaders to manage those challenges.

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Cultural intelligence (CQ) coaching offers guidance to individuals seeking to understand their intercultural strengths and weaknesses and develop their effectiveness in diverse cultural settings.

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We recognise that the pace of organisational life requires short, sharp learning interventions. We also know that building diversity and inclusion capability requires more than a one-off training program. Developing inclusive mindsets and behaviours is an iterative process. Successive learning interventions offer opportunities for reflection, build on past learnings, and prompt the discovery of new insights.

Our bite-sized diversity and inclusion workshops support an organisation’s diversity and inclusion efforts by offering cost-effective opportunities for groups of up to 60 participants to refresh and extend their awareness of diversity and inclusion issues in an interactive manner over one to two hours.

Learn more