In addition to delivering bespoke training, we also have a suite of standard workshops and training sessions that can be delivered to groups of 20 or less. At the moment we have 4 four general DEI training sessions and workshops on offer and 2 anti-racism/DEI training sessions specifically for organisations that work across borders and/or in the International Development space.

All our work is guided by our approach, which you can read more about here.

If you are interested in any of these sessions please drop us an email.

General Training/Workshop

Title	Description
Identifying and addressing microaggressions	There are many workplace interactions that may not rise to the level of harassment or discrimination but can lead to feelings of exclusion. Most of these instances can be classed as microaggressions. By the end of the session, participants will be able to define, identify, avoid and address microaggressions in the workplace.
Introduction to intersectionality	The concept of intersectionality was laid out by African American legal scholar Dr. Kimberlé Crenshaw in the 1990s to demonstrate how our multiple and overlapping forms of identification (e.g., gender, race) intersect with the many systems of oppression such as racism, homophobia, transphobia, sexism, classism (to name a few). Intersectionality, according to Crenshaw, is intended to function as an analytical framework. A way to assess and respond to multiple and simultaneous forms of oppression. In this training session, we introduce the idea of intersectionality and through interactive group work identify practical ways for organisations to use intersectionality to improve their DEI work.
Moving from non-racist to anti-racist	Prof. Angela Davies asserts that “in a racist society, it is not enough to be non-racist, we must be anti-racist” and it is this call to action that shapes the training session. Being anti-racist means being proactive. Rather than wait for problems to arise, an anti-racist approach is designed to ensure that there is no room within an organisation for racism to exist. The transition from non-racist to anti-racist can be a difficult one. BRK Ujima recognises the discomfort that comes with this shift. Rather than avoid these uncomfortable feelings the session encourages organisations to embrace this discomfort. By the end of the workshop participants should understand how their organisation can face the challenging work of moving out of their non-racist comfort zone and into the realm of anti-racist work.
Impactful allyship	There are many times when those who embody majoritarian identities set out to stand in solidarity with those who embody non-majoritarian identities. However, there are acts of solidarity, no matter how well-intentioned, that cause harm to the intended beneficiaries of this solidarity. In addition to this, there are also people who want to join the fight against inequality but just do not know how to do this. The session works through the meaning of allyship, the dangers of performative allyship and ends up with forms of impactful allyship that can be carried forward into the workplace.

Anti-racism/DEI Training in a global workforce

Title	Description
The language of difference, identities, and discrimination	Working across borders and across cultures means that things can get lost in translation. This is particularly true when considering the language of identities which is constantly evolving as we work towards being a more inclusive society. The purpose of this session is designed to shift the focus from a Western/Global North perspective of identities, differences, and discrimination. The workshop explores the challenges that occur when we do not consider how a broad range of cultures, societies, and countries talk about these issues. By the end of the session, participants should be equipped with the knowledge to anticipate, prevent and where necessary respond to any problems that arise when discussing differences and identities across borders.
Positionality and privilege across borders	The privileges and power that we have access to because of our identities are linked to the spaces we occupy. For global organisations this can often mean occupying multiple spaces at once or moving between different spaces. It is this relationship between our identities and the spaces we occupy that gives rise to, for example, double standards in naming people who live and work outside their home countries. Certain people are referred to as expatriates while others are referred to as immigrants. In this training session, the aim is to explore how power shifts as we move around the world, what impact this has on our identities and our relationships with colleagues. The overall aim is to consider what DEI-related issues arise and how an organisation can provide context appropriate solutions given all the moving parts.