We are a female & LGBTQ+ owned business
We are a female & LGBTQ+ owned business
DEI training is Diversity, Equity, and Inclusion training. It refers to educational programmes/initiatives (often in workplaces, schools, organisations) aimed at increasing awareness, knowledge, skills, and behaviours that support diversity, equity, and inclusion.
Effective DEI training should:
| Type | Objective |
|---|---|
| Awareness / Knowledge | Increase understanding of what “diversity,” “equity,” and “inclusion” mean, including legal/regulatory contexts. |
| Raise awareness of unconscious bias: what it is, how it shows up, and what its potential impacts are. | |
| Help people understand intersectionality — how different social identities overlap and result in varying experiences of privilege or marginalisation. ( | |
| Attitude / Mindset | Encourage an inclusive mindset: that diverse backgrounds and experiences add value rather than being “extra work.” |
| Improve empathy and cultural awareness (i.e. ability to appreciate perspectives different from one’s own) | |
| Skill / Behaviour | Equip participants with tools to recognise, interrupt, and respond to microaggressions. |
| Teach inclusive communication practices (e.g. inclusive language, listening skills, being a good ally) | |
| Help managers/leaders to embed inclusive behaviours in their teams: hiring, promotion, feedback, evaluations etc. | |
| Organisational / Policy / Culture | Embed DEI into organisational policies, procedures, and decision‑making (e.g. recruitment, promotion, performance management) to reduce systemic bias. |
| Create psychological safety so that people feel they can speak up about inequity or discrimination without fear. | |
| Increase representation of underrepresented groups in leadership or across various levels. | |
| Monitor, measure, and evaluate DEI metrics (participation, employee experience, attrition by group) to track progress. |
To make objectives more effective, they should ideally be SMART: Specific, Measurable, Achievable, Relevant, Time‑bound. Here are how some of the above could be refined into SMART objectives:
“By the end of Q2, 90% of managers will complete a workshop on unconscious bias, and post‑training surveys will show a 20% increase in confidence in recognising their own bias.”
“Within 12 months, reduce turnover among employees from underrepresented groups by 10% by implementing inclusive recruitment and retention practices.”
“Within six months, 100% of job adverts will use inclusive language guidelines (e.g. avoid gendered wording) as measured by HR review process.”
Kindly complete the contact form to receive a customised quote.
Session length: 60 -90 minutes
Target Audience: the session can be developed for the following (5 – 20 learners per session)
Recommendations (to be discussed):
Additional info:
Ignite Inclusion was founded as a response to the overwhelming need for workplaces and organisations to speak more candidly and openly about diversity, equity, and inclusion.
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Incorporating science-based values into diversity and inclusion initiatives at the workplace involves leveraging empirical research and evidence to shape policies, practices, and attitudes. By grounding these efforts in scientific principles, organizations can ensure that their diversity and inclusion strategies are effective, impactful, and sustainable.
Jenna provided an excellent and expert service as our Race, Gender and Wellbeing Advisor. Incredibly knowledgeable, easy to get along with and quick to support, Jenna’s partnership with us was greatly valued. Jenna also created and delivered a workshop for the D&I Committee, which was extremely well received. Her knowledge around mental health awareness and support was much appreciated as well. As an expert in D&I and wellbeing, Jenna has my highest recommendation.
Jenna’s profound understanding of diversity and inclusion is truly impressive. From the moment we started to work together, it was evident that she possessed a comprehensive understanding of the complexities surrounding these vital aspects of organisational culture. Her ability to navigate the intricate dynamics of diverse teams and foster an inclusive environment is nothing short of remarkable.
Jenna is an absolutely brilliant diversity and inclusion adviser. She has exceptional knowledge and expertise in the field, and she is always up-to-date on the latest research and best practices. I am so happy that we hired Jenna. She has made a significant impact on our company’s diversity and inclusion efforts. She has helped us to develop a more inclusive workplace culture, and she has also helped us to attract and retain a more diverse workforce.
As DEI leaders in the field of diversity and inclusion, we are dedicated to driving lasting cultural transformation. Our team of seasoned experts brings a wealth of knowledge and experience to every engagement, ensuring that your organisation evolves into a beacon of diversity, equity, and inclusion.
