Diversity and inclusion training programs contribute to a positive working environment and a diverse workforce is the perfect starting point. 

The existence of differences in any given situation is referred to as diversity. This could refer to a range of diverse ideas, traits, etc. In a workplace, diversity may encompass ethnicity, religion, nationality, gender, and sexual orientation. An inclusive environment is one in which individuals from various backgrounds and perspectives are respected and integrated.  

If you were to make a distinction between diversity and inclusion in a practical sense, you would say that diversity is being invited to a party, while inclusion is being invited to dance. The concept of equity refers to making sure everyone has an equal opportunity to develop and showcase their skills. Therefore, equity recognizes that barriers and advantages exist in the lives of all people, and that not all people start at the same level. 

It is evident from the multitude of research available that unconscious and conscious bias are obstacles to the development of a diverse and inclusive organizational culture. Consequently, organizations need to recognize and address unconscious bias.  

People at all levels of organizations and hierarchy should receive training in order to overcome their biases. Training events must be recurrent in order to maintain their effectiveness. A shift in mentality is necessary to overcome biases through leadership action and continuous reinforcement.  

Even when there is significant diversity among the population, organizations must pay more attention to inclusion. It has been demonstrated that inclusion has a positive financial impact in various organizations. Companies that are inclusive tend to outperform their less inclusive counterparts. 

An inclusive approach is the key to better decision-making, increased innovation, and improved employee motivation. Strengthscape collaborates with organizations on this issue and delivers results. 

We provide consulting and training services that enable organizations to walk this path in a structured manner, which ensures predictable outcomes. Diversity and Inclusion Champion Certification enable organizations to navigate the journey from their current state to an inclusive and profitable organization. 

Click the enquire button below to learn more about the diversity and inclusion training program.


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Diversity vs Inclusion vs Equity


It’s the presence of differences in any given situation. Like diversity of opinions, diversity of species, etc. Diversity in an organization can include ethnicity, religion, nationality, sexual orientation, etc. Almost all of the organization misunderstands “diversity” and says they need someone with a diverse background. Organizations should realize that a team can be diverse or an organization can be, but an individual can’t be. Individuals bring diversity, but they’re not diverse. Diversity is about belonging to a group or being part of a group. Most people say they’re working on ensuring that their organization’s upper management has more women rather than saying we’re working on having a more diverse upper management. Providing specifics helps you reach your diversity goals. It helps you build effective strategies. 


Inclusion means people from different backgrounds and identities feel welcome and included. If you were to explain diversity and inclusion in a practical sense, you would say that diversity is being invited to a party and inclusion is being invited to dance. There are diverse teams of talent within organizations, but that does not guarantee that each employee feels valued or welcomed. Some people may not be afforded the same opportunities to grow or demonstrate their talents due to their background. Additionally, organizations must understand that inclusion is not a by-product of diversity. It may be possible for an organization to have employees from different backgrounds, but that does not guarantee that everyone will feel welcome. In order for employees to feel safe and work efficiently, it is essential that the culture of the company be inclusive. Organizations should consider the experiences of minority employees. In the event that the minority is not experiencing a positive experience, it indicates that there is a lack of inclusivity. An organization should ensure that each employee is valued, regardless of their background, race, ethnicity, etc. This makes them truly inclusive. 


Equity is a way to make sure everyone has equal opportunities to develop and showcase their skills. As a result, equity recognizes that barriers and advantages exist in everyone’s life, and not everyone starts from the same place. In order to create equity, we have to acknowledge the unequal starting places and correct the imbalance. It was found that female candidates with the same skills as male candidates were deemed less competent. They were considered less worthy of being hired and offered lower mentoring and starting salaries. Processes that are fair in an organization look for this type of imbalance so they can create a process that isn’t unfair. 

Diversity and inclusion are the outcomes of the strategies implemented in the company. Conversely, equity is when an organization works to provide growth opportunities to marginalized groups. 

Training Leaders

Diverse and Inclusive Leadership Training

Diversity is everything about you that makes you unique. You’re your race, your generation, the cuisine you like, the education you had or are having, where you grew up, and who you support in the Indian Premier League (IPL). The person sitting next to you at work and in whose hands the success of your project lies might not even know what IPL is.  

Inclusion is that beautiful state where you can see the common thread of universalism that connects all this diversity. The goal is to create an environment of collaboration and synergy. Diversity is a real-time thing, and inclusion is a must. 

In a world where your next customer is unimaginably different from what you’re used to, inclusion is what saves you. In an increasingly diverse world where it is increasingly acceptable to be different, inclusiveness is the best strategy for working effectively. Every kind of talent is needed to solve interestingly different problems that come up with new technology. Accepting diversity and assimilating inclusion is an antidote to a volatile, uncertain, complex, ambiguous world.  

An executive, or to be precise, the leader of the organization, is the best role model for inclusion. So, the CEO is the Chief Inclusion Officer (CIO). An inclusive leader pays attention to all his/her employees and includes input from everyone he/she serves. Consequently, it’s important for the leader to be involved at all levels within their organization. Inclusive leadership creates an organizational culture that not merely looks at number-based results, but also focuses on the well-being of all stakeholders, with the deep realization that both are interminably interlinked. 

Inclusive executives are fully responsible for the productivity and contribution of every team member. By being committed to assessing and developing the organization while showing a visible commitment to bringing everyone to their full potential, that’s what makes a good leader.  

Reach out to Strengthscape if you want your executives to learn about diversity and inclusion. It comes with a series of training on Diversity and Inclusion – called WEQUITY. It deals with unconscious biases, stereotyping, and prejudices that affect the bottom line of an organization. WeQuiTY Leader, which I personally think would be great for diversity training executives, is a workshop that emphasizes how important it is for an executive to help create an organization culture of celebrating and accommodating differences.