• views: 105
• date: 4 April 2026
• posted by: 0nelove

Build psychological safety, address bias, use inclusive language, and speak up with empathy in meetings and 1:1s.
What you'll learn
Use active listening and empathy to improve trust in meetings and 1:1 conversations.
Identify unconscious bias and common microaggressions and reduce their impact at work.
Speak up respectfully using "I" statements, open questions, and impact-over-intent framing.
Create psychological safety and brave-space ground rules for inclusive team dialogue.
Respond effectively to biased remarks as a bystander, target, or the person who misspoke.
Apply allyship and inclusive language to make everyday workplace communication more inclusive.
Requirements
There are no prerequisites for this course
Description
Have you ever been in a meeting where someone said something that felt "off," and the room went quiet? Or you wanted to speak up—but worried you'd say the wrong thing, create tension, or make it worse?
You're not alone. Inclusive conversations are now a core workplace skill—and the stakes are high. Research consistently shows that when people feel heard and experience belonging, engagement and performance rise. And when teams avoid tough topics, mistrust grows, people disengage, and turnover increases.
That's why this course, How to Have Inclusive Conversations at Work, is built for real life—not theory. You don't need to be a DEI expert. You just need practical tools you can use in meetings, one-on-ones, feedback conversations, and everyday workplace moments.
In this course, you'll learn how to
• Understand diversity, identity, and intersectionality—and why they shape workplace experiences
• Recognize unconscious bias and microaggressions (including subtle "paper cut" moments)
• Build cultural competence and cultural humility to communicate across differences
• Create psychological safety and "brave spaces" where people can speak honestly
• Listen with active listening and empathy (and manage defensiveness in tough talks)
• Speak up with respect using "I" statements, open-ended questions, and impact-focused language
• Respond to biased remarks as a bystander, a target, or the person who misspoke (call-in vs call-out)
• Practice allyship in everyday interactions—and use inclusive language that builds trust
• Apply organizational frameworks that support inclusion at scale (ERGs, leadership habits, R.A.C.E.)
You'll also explore a real-world case study (Cisco) to see how inclusive dialogue works under pressure—how to set boundaries, keep conversations productive, and pair dialogue with accountability.
By the end, you'll have a practical communication toolkit to help you navigate sensitive topics with clarity, empathy, and confidence—so your workplace conversations build trust, strengthen teams, and support a culture where more people feel they truly belong.
Who this course is for
Managers and team leads who run meetings, give feedback, and shape team culture
HR professionals, People Ops, and DEI practitioners supporting inclusive workplaces
Individual contributors who want to communicate more inclusively and speak up with confidence
New and aspiring leaders building psychological safety and trust on their teams
Remote, hybrid, and global teams working across cultures and communication styles
Employee Resource Group (ERG) members and allies who want practical conversation tools
Anyone navigating tough workplace topics (identity, bias, belonging) with more skill and empathy




   
   
   

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