60-Minute Courageous Conversations EDI Sessions
Bite-sized 60-minute EDI training sessions covering race, neurodiversity, LGBTQIA+ inclusion, microaggressions, allyship, inclusive leadership and other workplace equality topics.
Bite-sized 60-minute EDI training sessions covering race, neurodiversity, LGBTQIA+ inclusion, microaggressions, allyship, inclusive leadership and other workplace equality topics.
Our 60-minute Courageous Conversations sessions provide an accessible and practical way for organisations to explore important Equality, Diversity and Inclusion topics without committing staff to a half-day or full-day course. Each focused session introduces key ideas, encourages discussion and gives delegates practical learning they can apply within their workplace.
Finding time for meaningful Equality, Diversity and Inclusion learning can be difficult, particularly where organisations have busy operational teams, multiple locations or employees working different patterns.
These focused 60-minute sessions provide an alternative to a longer workshop. Organisations can select individual topics or combine several sessions to create an ongoing programme of EDI learning.
Sessions are interactive rather than lecture-based. Depending on the topic, delegates may explore workplace scenarios, reflect on everyday practice, discuss different perspectives and identify practical actions they can take after the session.
One hour. One focused topic. Practical learning.
A straightforward way to keep Equality, Diversity and Inclusion conversations active throughout the year.
A focused introduction to the key ideas, language and good practice relevant to the chosen topic.
Practical workplace examples help delegates connect the subject to situations they may encounter.
Interactive discussion creates space to ask questions, explore perspectives and challenge assumptions.
Delegates leave with practical ideas and a resource handout to support learning beyond the session.
Sessions can be selected individually or combined to create a programme that reflects your organisation's workforce, priorities and existing EDI work.
Explore racism, racial inequality and practical ways colleagues can contribute to allyship.
Build awareness of neurodivergence, workplace barriers and more neuroinclusive ways of working.
Explore respectful language, inclusion, assumptions and everyday workplace practice.
Develop confidence to approach sensitive or difficult conversations with curiosity and respect.
An accessible introduction to protected characteristics, discrimination, harassment and victimisation.
Explore how language evolves and how respectful communication can contribute to inclusion and belonging.
Recognise subtle comments, assumptions and behaviours that may communicate exclusion or stereotypes.
Explore how leadership behaviour, decisions and workplace culture influence people's experiences of inclusion.
Consider what helps people feel respected, valued, heard and able to contribute at work.
Explore practical ways to respond when inappropriate behaviour, exclusion or discrimination is witnessed.
Build confidence to address inappropriate comments or behaviour constructively and proportionately.
Move beyond awareness by considering how inclusion can become part of everyday workplace practice.
The one-hour format can make EDI learning easier to schedule around operational demands, meetings and different working patterns.
Choose one priority topic or build several conversations into a wider programme of learning across the year.
The emphasis is on workplace situations, discussion and practical actions rather than overwhelming delegates with information.
The sessions can be tailored for organisations across the private, public and voluntary sectors and are suitable for a wide range of workplace audiences.
The sessions do not have to be delivered as isolated events. Organisations can use them to create a programme of regular learning, selecting topics that reflect workforce priorities, emerging issues or areas identified through employee feedback, equality data, staff networks or organisational development work.
For example, an organisation might begin with Equality Act essentials, move into microaggressions and inclusive language, and later explore race and allyship, neurodiversity or active bystander skills.
This approach can help maintain momentum by making EDI an ongoing workplace conversation rather than something discussed only during a single annual training event.
Sessions are tailored to reflect your organisation's goals, workplace context and EDI priorities.
Sessions can be delivered online via Zoom or Teams or face-to-face.
Smaller group sizes support discussion, questions and interaction within the 60-minute format. Where larger numbers of employees need to participate, we can develop a programme of multiple sessions.
Multiple sessions can be arranged where organisations wish to reach larger numbers of employees or create a programme covering several EDI topics.
Over 25 years' experience delivering equality, diversity and inclusion training, consultancy and professional development.
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