Diversity, Equity, and Inclusion (DEI) training aims to create workplaces where all employees, regardless of background, feel empowered to contribute their unique strengths. Rather than just meeting diversity goals or avoiding bad press, DEI is about building and nurturing a team environment that recognizes and values the individual experiences each person brings to the table. This training typically includes helping employees identify and address unconscious biases, teaching effective communication strategies across cultural differences, and creating systems that ensure everyone has access to the same opportunities for growth and success.


DEI Philosophy Template

Let’s explore 10 popular DEI training courses from Ethena and how they could benefit your workforce.

1. Pronouns

Just as learning a co-worker’s name and pronouncing it correctly is a sign of respect, so is addressing a colleague by their correct pronouns. According to a study by The Trevor Project, 1 in 4 LGBTQ+ youth use pronouns outside the gender binary (i.e. they do not exclusively identify as a “man” or “woman”). 

While an increasing number of employers are using pronouns in the workplace, introducing them sometimes causes tension with employees who may not be familiar with sharing pronouns. New concepts — especially those that come with new, expected workplace behaviors — can make people feel self-conscious, fearful, and even embarrassed. Pronoun training can encourage employees to share their own pronouns, ask others what their pronouns are, and use them in a way that helps everyone feel equally seen and accepted at work.

2. Unconscious Bias

Unconscious bias, also often called implicit bias, is a prejudice toward or against a particular person, group, or thing — which the person who holds the bias is unaware of. We often talk about unconscious bias as it relates to race and gender; but it also includes characteristics like age, religion, sexual orientation, and weight.

Unconscious bias training aims to help people recognize the internal biases that cause inaccurate snap judgments that get in the way of equitable workplace behavior. And when unconscious bias training is effective, it does more than just raise awareness. Effective unconscious bias training for employees provides actionable tools to reduce bias as it appears in the workplace — from the hiring and interviewing to promotions.

3. Disability Inclusion

Disability inclusion is about creating an environment where people with disabilities are fully supported and have equal opportunities to succeed. This means making adjustments or reasonable accommodations when necessary, so that employees with disabilities can perform their jobs without barriers.

Training employees on disability inclusion is an essential part of an equitable workplace. It promotes inclusion by helping employees understand and embrace diversity, encouraging respect for colleagues with disabilities, and breaking down biases and stereotypes. This kind of training also enhances teamwork by arming employees with the knowledge and tools to interact respectfully with peers who have diverse needs. Additionally, it ensures compliance with legal requirements, like the Americans with Disabilities Act (ADA).

4. Religious Inclusivity

In a diverse work environment, employees likely observe different religious practices, holidays, or rituals — and understanding these differences is key to preventing misunderstandings or discrimination. By providing religious inclusivity training, organizations can ensure that employees are aware of these differences and are better equipped to interact respectfully and thoughtfully with colleagues of varying religious backgrounds.

When employees are mindful of religious observances and practices, they’re less likely to unintentionally exclude or alienate colleagues. Religious inclusivity training can guide employees on how to respect religious beliefs in the workplace, such as accommodating prayer times, dietary restrictions, or dress codes, all of which support a workplace build on mutual respect.

5. Intersectionality

Intersectionality refers to the ways overlapping identities — like race, gender, class, sexuality, and ability — shape individuals’ experiences of privilege and discrimination.

Intersectionality awareness helps employees recognize that challenges faced by their colleagues may be multifaceted and cannot be addressed through a one-size-fits-all approach. By learning about intersectionality, employees become better equipped to identify and address systemic barriers, fostering a more inclusive and equitable workplace. It encourages empathy and collaboration by highlighting the complexity of diverse experiences, and promotes innovative decision-making by integrating the unique perspectives of all employees.

6. Understanding Privilege

Understanding privilege in the workplace is crucial for promoting inclusion, empathy, and fairness. It helps individuals recognize the unearned advantages they may have due to factors like race, gender, socioeconomic status, or ability, and how these advantages can impact others who do not share them. By acknowledging their own privilege, employees can become better allies.

Awareness of one’s own privilege reduces unconscious bias and promotes more thoughtful and inclusive decision-making. It encourages employees to actively challenge systemic inequities, both within the organization and in broader society. Such training strengthens collaboration and innovation by ensuring that diverse perspectives are heard and respected.

7. LGBTQ+ Sensitivity

Sensitivity training is another popular choice because it helps create a workplace where everyone, regardless of sexual orientation or gender identity, feels safe, respected, and included. By educating employees on LGBTQ+ issues like transphobia, gender pronouns, and harassment, this training helps break down stereotypes, reduce misunderstandings, and prevent discrimination. It ensures that LGBTQ+ employees can bring their whole selves to work without fear of judgment or exclusion.

Beyond just preventing harm, LGBTQ+ sensitivity training helps build a more supportive and welcoming environment for everyone. When employees understand and respect each other’s identities, it creates a culture of empathy and collaboration. This can lead to higher morale, greater job satisfaction, and stronger teamwork across the organization. Employees who feel accepted are more likely to perform well and stay with the company long-term. Who doesn’t want that?

8. Ableism

Ableism refers to discrimination or prejudice against people with disabilities, and without proper awareness, employees may unintentionally perpetuate harmful attitudes or behaviors. By educating employees on ableism, organizations can drive a culture of understanding, ensuring that those with disabilities feel welcomed, valued, and can fully participate in the workplace.

Ableism training also helps reduce barriers to inclusion by addressing common misconceptions or stereotypes about people with disabilities. For example, it challenges assumptions that individuals with disabilities are less capable or that accommodations are difficult to implement. Additionally, training can help employees understand how to interact with colleagues with disabilities in a respectful and considerate way.

9. Cross-Cultural Holidays

Understanding the significance of different cultural holidays helps employees recognize and appreciate the diversity of their colleagues. It promotes a sense of belonging and helps avoid unintentional misunderstandings or insensitivity, especially when employees observe holidays that may not be widely recognized in the mainstream workplace.

Training on how to celebrate cross-culturally at work can contribute to stronger relationships among employees from different backgrounds. When employees are aware of and sensitive to the religious or cultural holidays that their colleagues celebrate, it builds mutual respect and collaboration. It also supports inclusivity by ensuring that all employees feel acknowledged and valued — regardless of their cultural or religious practices.

10. Ageism

Ageism, whether overt or subtle, can lead to discrimination and bias, impacting hiring, promotions, and overall workplace dynamics. By educating employees about ageism, organizations can help prevent these biases from affecting their decision-making and interpersonal interactions, ensuring that both younger and older employees are given equal opportunities for growth and success.

Ageism training helps raise awareness of the diverse perspectives and experiences that employees of different age groups bring to the workplace. It encourages employees to challenge common stereotypes, such as assuming older workers are less adaptable or that younger workers lack experience. This understanding promotes collaboration and reduces tensions between age groups, leading to a more harmonious and productive work environment.

The bottom line

Recognizing these biases is the first step toward creating fairer, more inclusive workplaces. Training on unconscious bias, encouraging diverse perspectives, and implementing structured, standardized processes can help reduce the impact of these biases. By acknowledging and addressing these common types of workplace bias, organizations can make strides in fostering a culture where every employee is valued based on their merits.

About Ethena

Ethena takes you beyond checking the box with a modern library of 150+ customizable course modules and tech that lets you set it and forget it. An employee hotline, HR case manager, and phishing simulator are all built-in, so you can identify risks and tailor your training to them. We’re trusted by People and Compliance teams at Pinterest, Notion, Asana, The Salvation Army, and more.


Sample Training: DEI