Inclusive Workplace Facilitator Program (DEIB TTT)

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10 Oct

Inclusive Workplace Facilitator Program (DEIB TTT)

Inclusive Workplace Facilitator Program (DEIB TTT)

Saturday, October 10, 2026 (12:00 AM) to Wednesday, August 30, 2028 (11:59 PM)
25 PDCs
Provider: Levitate PeopleSoft
Course Name: Inclusive Workplace Facilitator Program (DEIB TTT)

Speaker: Parichita Kotnala
Program Type: Reoccurring Seminar/Workshop
Registration URL: https://www.levitatepeoplesoft.com/
Inclusive Workplace Facilitator Program (DEIB TTT), Gurugram
Email Details

By the end of the programme, participants will be able to: 1. Differentiate diversity, equality, equity, inclusion, belonging and accessibility, and explain their relevance to workplace practices within global and local contexts. 2. Analyse how identity, intersectionality, privilege, power and informal networks can influence employee experiences and access to opportunity, while distinguishing evidence from assumptions and avoiding stereotypes. 3. Recognise bias and stereotypes in hiring, performance evaluation, development and promotion, and apply structured criteria, evidence-based questions and bias interrupters to strengthen decision-making. 4. Use inclusive language and assess intent, impact and context when responding to microaggressions, generalisations and exclusionary communication, including appropriate correction and repair. 5. Identify barriers to participation across dimensions of diversity, including gender, disability, neurodiversity, age, LGBTQIA+ identity, cultural and socioeconomic background, religion, language and caregiving responsibilities, and propose relevant improvements. 6. Apply cultural intelligence to communication, feedback, collaboration and conflict by questioning assumptions, exploring alternative interpretations and supporting mutual adaptation. 7. Recommend team practices that strengthen psychological safety, belonging, employee voice and equitable participation while maintaining performance standards and accountability. 8. Select proportionate allyship and bystander interventions by assessing context, power, impact and risk, respecting individual agency and recognising when formal escalation is appropriate. 9. Evaluate inclusion across the employee lifecycle and use organisational data, employee experiences and process reviews to identify priorities, recommend actions and define responsibilities and indicators of progress. 10. Apply the BRIDGE Inclusion Framework—Bias Visible, Respectful Language, Inclusive Decisions, Dialogue Over Debate, Growing Belonging and Everyday Allyship—to workplace cases and facilitation decisions. 11. Design accessible DEIB learning experiences with clear outcomes, relevant workplace examples, purposeful activities, learning checks and opportunities for application, adapting the approach to audience needs. 12. Facilitate sensitive discussions and challenging questions through active listening, clarification, reframing and appropriate boundaries; conduct structured case debriefs and use feedback to improve facilitation practice.

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Certified Inclusive Workplace Facilitator – DEIB is an applied Train-the-Trainer programme delivered by Levitate PeopleSoft LLP. The activity develops participants’ knowledge of Diversity, Equity, Inclusion and Belonging and their ability to translate that knowledge into workplace practices and effective learning experiences. The programme is designed for HR professionals, L&D practitioners, corporate trainers, consultants, people managers and inclusion practitioners. It connects DEIB with everyday responsibilities such as recruitment, performance management, employee development, communication, team leadership and organisational culture. Participants work through two perspectives throughout the activity: the practitioner perspective, which examines workplace situations and appropriate actions, and the facilitator perspective, which considers how to explain concepts, guide discussions, manage participation and support learning. The programme comprises 20 hours of live facilitated learning across ten sessions over five weekends, supported by five hours of structured, self-paced LMS learning. Each live session includes two hours of learning and an additional ten-minute scheduled break. Certification assessment is additional to the learning hours. Levitate PeopleSoft’s BRIDGE Inclusion Framework provides a consistent behavioural lens throughout the programme: • B — Bias Visible: Recognising assumptions and patterns that influence judgement. • R — Respectful Language: Communicating across difference with dignity and care. • I — Inclusive Decisions: Examining evidence, criteria and access to opportunity. • D — Dialogue Over Debate: Exploring disagreement through constructive questioning. • G — Growing Belonging: Strengthening participation, psychological safety and contribution. • E — Everyday Allyship: Translating awareness into responsible action. The activity covers the following learning areas and applications: 1. DEIB Foundations and the Global Inclusion Landscape Participants distinguish diversity, equality, equity, inclusion, belonging and accessibility, and examine how these concepts appear in everyday workplace experiences. Activities such as “Same Rule. Fair Outcome?” explore whether apparently consistent requirements create avoidable barriers. Case discussions examine why workforce representation alone does not establish inclusion and how global principles require context-sensitive application. 2. Identity, Intersectionality, Privilege and Power Participants explore how identities interact with workplace context, organisational systems and formal or informal power. Private reflection and opportunity-mapping activities examine access to information, networks, visibility and career development. Cases involving stretch assignments and promotion decisions help participants investigate patterns without assuming that identity alone explains an individual’s experience. 3. Bias, Stereotypes and Inclusive Decision-Making Participants examine how mental shortcuts and judgement patterns can influence recruitment, performance evaluation and talent decisions. Topics include affinity bias, confirmation bias, halo and horn effects, attribution bias and proximity bias. A calibration case lab and candidate-comparison exercises develop the use of relevant evidence, consistent criteria, alternative explanations and questions that interrupt unchecked assumptions. 4. Inclusive Communication, Microaggressions and Constructive Dialogue Participants examine the relationship between intent, impact, context and repeated patterns of communication. Workplace cases explore comments, generalisations, names, pronouns and responses to correction. Participants practise clarifying concerns, choosing proportionate interventions, acknowledging impact and repairing communication while preserving dignity and opportunities for learning. 5. Dimensions of Diversity and Intersectional Inclusion Participants explore inclusion across gender, LGBTQIA+ identity, disability, neurodiversity, age, race, ethnicity, nationality, language, religion, socioeconomic background, caste, caregiving and life stage. Cases address assumptions about capability, communication style, cultural fit and access to opportunity. Activities encourage participants to examine the person, context and workplace design before recommending action, including accessibility and accommodation considerations. 6. Cultural Intelligence and Working Across Difference Participants examine how cultural assumptions can affect communication, trust, feedback, deadlines, hierarchy and decision-making. Cases involving direct and indirect communication and global teamwork develop observation, curiosity and clarification skills. The Aurora Project case supports analysis of competing interpretations and practical approaches to mutual adaptation without relying on national or cultural stereotypes. 7. Psychological Safety, Belonging and Inclusive Teams Participants explore the interpersonal risks associated with speaking up, admitting mistakes, challenging decisions and asking for help. Activities examine the relationship between psychological safety and accountability, as well as differences between being invited to speak and having meaningful influence. Team diagnostics and redesign exercises address meeting participation, credit, informal networks, hybrid work and leaders’ responses to employee contributions. 8. Allyship, Bystander Intervention and Inclusive Leadership Participants practise assessing situations before intervening, considering power, impact, risk and the preferences of the person affected. Cases explore public and private responses, advocacy, sponsorship and the consequences of well-intended interventions. Participants distinguish immediate support from longer-term changes to access and systems, and recognise when informal action is insufficient and escalation is appropriate. 9. Inclusive Employee Lifecycle and Organisational DEIB Participants examine inclusion across attraction, recruitment, onboarding, performance, development, promotion, succession, reward, retention and exit. Activities investigate how criteria, informal practices and managerial judgement can influence outcomes. Organisational cases extend the analysis to employee networks, strategy, measurement, governance and accountability. Participants practise using data and employee experiences to identify questions, prioritise action and distinguish training needs from process or leadership issues. 10. Designing Powerful DEIB Learning Experiences Participants identify audience needs and define what learners should be able to do after a session. They examine learning sequence, accessibility, participation, activity selection, assessment and workplace transfer. A design lab requires participants to create a 20-minute DEIB learning experience that connects a clear outcome with a concept, workplace example, participatory activity, structured debrief and practical takeaway. 11. Facilitating Sensitive and Difficult DEIB Conversations Participants practise active listening, clarification, reframing and purposeful questioning when discussions involve identity, emotion, disagreement or uncertainty. Conversation labs examine silence, hierarchy, generalisations and competing interpretations. Participants learn to maintain appropriate boundaries, correct misinformation responsibly, acknowledge limitations in their knowledge and reconnect discussion to the learning purpose. 12. Managing Resistance, Hot Moments and Challenging Questions Participants distinguish genuine questions, scepticism, fairness concerns, defensiveness and disruptive behaviour. They practise the Pause–Probe–Position–Progress response sequence and consider when to answer, reframe, park, pause or stop a discussion. Hot-moment cases, role-play stations and rapid-response exercises address questions about merit, privilege, changing language and inclusion while developing proportionate responses to the behaviour in the room. 13. Case Facilitation, Debriefing and Audience Adaptation Participants learn to design cases with a clear learning purpose, realistic ambiguity and meaningful decisions. They practise moving discussions from observation to interpretation and workplace application through structured debriefing. Activities explore adapting the same topic for employees, managers, HR professionals and executives, including changes in depth, examples and participation methods. Capstone practice integrates DEIB understanding with facilitation judgement. Live learning combines concept explanations with individual reflection, group discussion, workplace case analysis, decision exercises, role-play, facilitator hot-seat practice and peer feedback. Participants repeatedly examine what is known, what remains uncertain, whose perspective may be missing and what further evidence would support an appropriate response. The guided LMS component reinforces and extends live learning through orientation and pre-reading, curated DEIB resources, inclusive language guidance, identity and bias reflection, employee lifecycle inclusion activities, workplace case analysis and facilitator preparation. Practical resources support continued application to workplace decisions and future learning sessions. Learning checks are embedded throughout the programme through scenario questions, case responses, reflection and observed practice. Certification includes a 50-question knowledge assessment and a facilitator teach-back, delivered as a ten-minute live presentation or a ten- to fifteen-minute recording. The facilitation assessment uses a defined rubric covering content accuracy, inclusive language, learning framing, participation, questioning, debriefing, responses to challenge and workplace application. Participants receive feedback and develop a facilitator development plan identifying areas for continued practice. The activity develops HR capability by connecting inclusive behaviour with the design and delivery of people practices. Participants practise recognising barriers, asking better diagnostic questions, supporting fair and consistent decisions, facilitating constructive workplace dialogue and designing learning that employees and managers can apply in their roles.

Inclusive Workplace Facilitator Program (DEIB TTT)
Inclusive Workplace Facilitator Program (DEIB TTT)
4022, Versalia
Ansal Esencia
Sector-67
Gurugram, 122001

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