Diversity Training

Be aware and open to differences for increased professional and personal success!

Learn to be inclusive, open, and welcoming while having fun!

At Oculus, we don’t believe diversity training should be dull and “preachy.” Not everyone has the environment, opportunity, or mindset to be open or exposed to others outside of their own community. Let’s change that with a custom diversity training program that allows your learners to consider others!

We live in a diverse, multicultural, and ever-changing world. Our exposure to someone who looks, acts, speaks, or thinks differently to us is now commonplace. We must all continually learn to be open and respectful to everyone we engage with, especially within a professional setting.

At Oculus, we focus on crafting 100% custom, engaging diversity training programs that allow your team members to reflect on their thinking, approach, and attitude towards differences. Think of our diversity training as a friendly conversation with a trusted coach.


Live & Custom


+ 12.00$ / per learner

  • 100% Custom
  • Live & Trainer-Led
  • Syllabus Approval
  • Flexible Scheduling

Our diversity training will allow your team to walk out the door with a new perspective on extending respect and dignity for everyone.


No Enemies!

A mistake doesn’t make someone an enemy.  If you want someone to consider change, we can’t vilify them for missteps or uneducated thinking. This will ultimately add more resistance and interfere with the learning process. Unlike other compliance-based training companies, our diversity training focuses on behavioral modification and communication considerations. 


Overcome Resistance

We allow your team members to ask difficult or uncomfortable questions and speak their minds. Our expert training coach will gently challenge their approach toward others in a non-threatening and discussion-like format.


Confidence & Change

Throughout the training, we can speak on legal compliance, but we recommend that we focus on adapting behavior patterns and ways of thinking. Using your diversity training to discuss applying newly reviewed concepts practically will see better ROI.

Seeing is believing.

Check out a sample of our training by watching this short diversity training video and management involvement.

KJ Shock Video
Play Video about KJ Shock Video

What can be included in your diversity training? That's entirely up to you since our training content is 100% custom. Here are some ideas from our most requested courses.


To be open to others, we have to be accountable! Do you contribute to disrespect or a hostile workplace? Are we unwelcoming or discriminating? Our diversity training accountability section will examine how we look at others and why learning about communities other than our own is key to professional and personal success! We will review some of the following concepts:

  • The Truth. An open discussion with the trainer about insensitivity and disrespect. Some discussion points include:
    • Acceptance. We must start by establishing that all parties are on the same page.
      • How did you end up in this training?
      • Who did you hurt, and how did you hurt them?
    • Resistance. We will allow learners to express their “side” of what happened to help them work through any resistance. 
      • Do you feel you were “misunderstood?”
      • What was your intent?
      • We can include review of intent vs. perception and how they must align within communication.
    • Acknowledgment and Understanding. 
      • How did you make others feel?
      • How might others within our organization currently perceive you based on what happened?
      • What do others need to move past the event?
      • Do you fully understand the consequences of not being inclusive?
    • Willingness and Action. Create a plan to make positive changes.
      • What actions can you take to repair any damaged relationships?
      • What would you do differently based on what you have learned during the training?
      • Set specific timelines and actions for change.

Are you trying to be inclusive by overcompensating and providing “approval” of someone? No person needs your approval to be who they are, and extending approvals (directly or indirectly) can be insulting and a form of discrimination.

  • Types. A review of the types of approvals like gender, age, orientation, identity, race, etc.
  • Perception. How could others perceive approvals?
  • Why. Why do you have an internal need to provide approval?
  • Real Examples. Examples of approvals that people give.
  • Inclusion. What does inclusion look and sound like?

When connecting with others, we must avoid making assumptions or using stereotypes to guide our thinking. Assumptions can be grounded in biases and discrimination. Our thoughts can highlight our lack of education, willingness to be open, and disregard for others.

  • We will review common biases, generalizations, and stereotypes.
  • The difference between a generalization and a stereotype.
    • Establishing Facts. Are opinions and stereotypes coming across as facts?
    • Sweeping Statements. Do you use sweeping statements when describing a community? Danger zone!
  • Assuming Values. Do you think others have the same values and community norms as you? You might be living in the clouds because there are many values, cultures, and belief systems on Earth.
  • Assuming The Positive. Just because your speculations are flattering doesn’t mean they are correct or will be welcomed.
  • Assuming Understanding. Do you communicate clearly, and everyone completely understands your intent? Think again!
  • Assuming Forgiveness. Just because we ask for forgiveness doesn’t mean we will receive it. It is not a given.
  • Start fresh with everyone. When you meet someone, instead of placing them into a box, it is important to start fresh. Learn about their individual needs, likes, and dislikes. 

Even if you feel that you are fair, welcoming, and kind to everyone, that doesn’t mean that you don’t have biases. We all have them. It’s part of being human. Education and openness are also vital to change. In this session, we will have a genuine and honest conversation about biases, challenging our thinking and actions we can take to provide respect for all.

  • Intro. An introduction to varying biases like race, religion, education, age, identity, gender, and more.
  • History. Where and how do we develop biases? 
  • Conscious Bias. You might be aware of some of your biases. These can be the easiest to address if you dare. 
    • The Uncomfortable Truth. Are there any biases that you want to discuss with your trainer confidentially? The time is now! 
  • Unconscious Bias. The biases you don’t know you have can be the most problematic. They can show their ugly head when we least expect it! Be aware and accountable for your inner thoughts.
  • Positive and Negative. Biases don’t have to be negative. You can have positive tendencies towards specific communities.
    • Admitting to biases doesn’t make you an enemy. We all have them. Unless you are open to your biases, you will never be able to examine them.Challenging Your Biases. It takes strength of character, but challenging your biases can help you build better relationships, contribute to a welcoming environment, and set an example for others.  
    • How to identify your biases:
      • Separating facts from fiction.
      • Stand Out Opinions. Do you have stand-out ideas different from others? When you are standing alone in your beliefs, they might represent a personal bias.
      • Belief & Value Systems. Does your belief or values system construct barriers between specific communities? Let’s talk about how we can bridge those gaps!
      • Personal Community Norms. Does your community reinforce biases? Find ways to speak with someone outside your community to establish a global norm.
      • Fear. Do you have anxiety around a community? It’s time to ask yourself why!
      • Change In Mood, Behavior, or Approach. Do you change your approach or shy away from communities? Treating someone differently without cause can be telling.

In many organizations around the globe, companies speak about their efforts to be diverse! Great! However, words are just words. If we talk about diversity and inclusion, we also have to act. As a member of your organization, you are trusted with building an environment that welcomes and provides respect to everyone. It will only work if you play your part. Some of the areas we will review in this custom diversity training module are:

  • A general review of definitions.
  • Diversity – Welcoming the world! In a professional environment (and in your local community), we will be exposed to people who look, act, feel, and celebrate differently. We must prepare ourselves to welcome, be comfortable, and happily coexist with differences. In this module, we will discuss why and how.
    • Cultural Lens. We all look at our environments through our own cultural lens. Let’s discuss what yours might be. In this section, we will also review:
      • Community and Personal Norms vs. Global Professional Norms.
    • The Salad Bowl: Why do we want to encourage a workplace salad and avoid blending everyone to create an environment of “sameness.” We can discuss the salad bowl theory and how an attempt to create uniformity can have a disastrous outcome.
    • Seeking Differences. We should invite new ideas, cultures, and identities into our workplace. They add originality and unique perspectives. We will review how differences can produce a more effective and creative workplace.
    • “Woke.” It is not about being “woke.” It is about being aware of the needs of others and adjusting to ensure everyone is comfortable. You will learn through discussion that there is no side to “wokeness.” 
    • Action. Diversity is great, but it only works with inclusion! What does inclusion look like to you?
      • How to respect differences in others. A discussion on ways you can act to be inclusive.

The Comfort Zone. We all stay within a zone that we feel comfortable in. An excellent way to challenge your biases is to create opportunities for hands-on learning. In this section, we will formulate actionable items to uncover communities, cultures, differences, and, more importantly, what we have in common!

  • We will also discuss straightforward possibilities that allow us to collect feedback on our possible biases.
    • Speaking with friends and family members.
    • Speaking with professionals.
    • Asking for feedback from a “rival.” 
    • Opening a dialogue with communities outside of your own.Structured and unstructured educational opportunities.

The unjust or prejudicial treatment of diverse individuals is unacceptable in a fair, welcoming, modern workplace. In this module, we will review the foundations of discrimination, such as:

  • A review of types of discrimination such as age, disability, sexual orientation, parental status, religion, culture, pregnancy, gender, etc.
  • The differences between direct and indirect discrimination.
    • Discrimination through intimidation, words, and actions.
    • Discrimination through silence and exclusion.
  • Consequences and legal implications of discrimination.
  • The effects of discrimination on the victims.
  • The impact of discrimination on the team.

When you hurt someone, can you really claim that you didn’t understand? That might come across as an excuse, and it actually might be one. Ignorance is not always justifiable in a modern world with unlimited access to information resources.

  • Risks. The risks of staying ignorant.
  • Find ways to learn about differences.
    • Be Proactive. Why you shouldn’t wait to learn about others.
    • “Asking for a friend.” Can you ask anyone anything? No! You have to pick and choose how you educate yourself. Who should be your diversity teacher?

Do you create separation between yourself and people that you feel are different? If you listen to the words you use to describe, engage or acknowledge others, you might be using dehumanizing “othering” language. This module will address “othering” words, thinking, and actions within a professional workplace and how to consider change in this area.

  • Types. Types of othering such as ethnicity, skin color, religion, gender, or sexual orientation.
  • Why. Why people other.
  • History. Examples of othering throughout history.
  • Categorizing. How we can categorize a group as inferior and mentally take the approach that “I’m right, and you are wrong,” “Us vs. Them,” and “Good vs. Evil.”
  • Accountability. Defending our othering thinking or disguising it as something better.

Are you using yourself as a measuring stick on how you should engage others? That might be a dangerous way of thinking. Our communities are comprised of various cultures that uphold many different values. It is essential to consider the perspective of others to ensure you are welcoming to everyone! Here are some areas we will review:

  • An introduction to the Platinum Rule and considering the needs of others.
  • Why Platinum benefits us professionally and personally.
  • Understanding how someone wants to be treated through listening and relationship-building.
  • Different does not equal bad.

Need some customized diversity training for your leaders? Our train-the-trainer and manager-focused programs are leadership-focused and help equip your leaders with the tools to have sensitive conversations, handle complaints, and promote inclusion within your workplace. Be proactive. Don’t wait until something happens, and seek to provide training. Give your leadership team the tools they need and the tools your team members will expect them to have.

Program pricing from 5,888.00$
Need more ideas? You can see the full list of all of sensitivity training courses by clicking the button.

Diversity Training Brochure

Need a summary of how we create diversity training, pricing and more? Download our PDF summary.
100% Designed for you!

Custom Made

Diversity training can cover a lot of ground. Where do you start? Let us help! Our included discovery call with a trainer and free custom design process will allow you to concentrate on the training areas of most concern. We will guide you through the customization steps! Easy.

Custom Training

Deliver your Diversity Training the way it works for you!

Web, in-person, recorded, hybrid, Bootcamp, or all of the above? Choose the training delivery option that fits your team and goals.

Diversity Training

Change is not going to happen if you wait! Let's start customizing your diversity training to move your team members forward. Schedule a discovery call today.