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Diversity, Equity & Inclusion

Turning diverse individuals into a collaborative team

To attract and retain top-performance talent, workforce diversity, equity, and inclusion training need to become top leadership priorities, and elementary to the fabric of leadership DNA. The more that leaders create environments where individuals feel safe and comfortable bringing their whole selves to their jobs, the more included, committed, and engaged people will feel, and the more those individuals and their organizations will achieve.

GP Strategies’ global research on the skills that leaders need to be successful today, and in the future, discovered that building and maintaining an inclusive mindset was one of four most critical leadership skills. To best exhibit an inclusive mindset, leaders need to understand and combat personal, unconscious bias so that they can build collaborative, psychologically safe spaces for diverse teams.

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To remain competitive amid rapid global growth, advances in technology, and an ever-changing workplace, organizations need inclusive leaders to leverage diversity as a strategic advantage. They need leaders who are committed to building their self-awareness and who have the tools they need to act upon their insights.

We view diversity, equity, and inclusion as a foundation to an engaged and productive workforce, a key element to organizational success. Inclusive leaders tap into the needs and skills of individuals and teams and leverage those talents to achieve maximum contribution toward organizational goals. When employees feel that they are a part of something larger than themselves, while at the same time valued for their individuality, they are more engaged, more innovative, and more committed to their team.

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Today’s workers want to be recognized as more than contributors to the bottom line.

Maintaining a culture of diversity, equity, and inclusion values each individual as a human being while supporting them in using their unique talents, skills, and aptitudes to the fullest.

GP Strategies delivers a range of diversity training and inclusion solutions to help leaders create safe and fostering workplace environments where workforce members can strive and thrive.

Our Solutions

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Unconscious Bias

Build critical self-awareness by uncovering potential bias blind spots, introducing a language to discuss inclusion, and providing practical, easy-to-apply tools that contribute to an inclusive culture.

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Microaggressions

Develop the ability to address microaggressions and micro-inequities, and learn how these experiences affect individuals personally and professionally.

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Inclusion & Belonging

Leaders learn how to move beyond surface-level conversations to self-reflection in order to develop their skills in creating inclusive environments. This program also creates a launching point for awareness and new habits so that leaders can have an impact at work and beyond.

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Inclusive Talent Management

Recruiting and developing productive, innovative, quality-minded, multigenerational, multicultural, and diverse employees is far more complex than ever before. Recruiters, HR, and all leaders will learn the tools and skills crucial to meeting the diversity and inclusion needs of the organization.

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Allyship & Sponsorship

Allyship and sponsorship is a relationship between two people working together toward the shared goal of fairness, equity, and social justice. You will learn tools to promote diversity and inclusion at your organization and to best partner with others to address inequality and achieve your shared goals.

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DEI Organizational Survey

Organizational performance and personal satisfaction are improved when employees work in an environment that values inclusivity. Our survey approach is designed to provide actionable insights and a framework for driving shared accountability on inclusion in your organization.

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    Insight & Innovation

    Discover thought leadership from our clients and team of experts

    Movement or Moment? A Pulse on Diversity, Equity, and Inclusion in the Workplace from Leaders and Employees


    Is it a movement or a moment? This is the question posed by so many as conversations about race and equality gain momentum, quiet down, and then start up again. For those impacted by it, racism has never ebbed and flowed. It is a constant reality. But in recent months, conversations and requests for education on diversity, equity, and inclusion (DE&I) across organizations have intensified.

    Addressing Personal Bias and Microaggressions

    Whether or not we’d like to admit it, we all carry bias. As adults, we can become less aware, or unconscious, of our own biases, which can create unintentional discriminatory responses toward others, also known as microaggressions. Bias and microaggressions occur everywhere, even in the workplace. Our consistent goal is to uncover our biases and move to change them, and in turn, reduce the potential for microaggressions. During a recent panel discussion, we interviewed three industry leaders to gain insights on their experience and explore this topic.

    Creating an Anti-Racist Organization

    As the world witnesses the changing social response to systemic racism and the treatment of people of color, organizations are publicly calling out racism and offering plans to support reform moving forward. This call to action enhances an organization’s reputation with current and prospective employees alike. However, denouncing racism and fundraising for social justice are not always enough. Some organizations are taking this work a step further and exploring what it means to be an anti-racist organization.