Leading in the Moment Series by Elevate Inclusion Strategies The Anti-Black Racism training supports leaders and organizations in strengthening leadership practice and building culturally safe workplaces. Facilitated by inclusion expert Natasha Tony, the workshop emphasizes accountability, clarity, and informed action. photo credit: Anastasia Chomlack Leading in this moment asks leaders and organizations to do something different. It calls for clarity, courage, and a willingness to learn in ways that strengthen trust and cultural safety. The Leading in the Moment: An Anti-Black Racism Training for Leaders and Teams This workshop creates space for learning, reflection, and skill-building that support culturally safe workplaces and informed leadership practice. It meets leaders and teams where they are, while encouraging thoughtful, actionable growth. What Participants Will Gain A hands-on understanding of anti-Black racism in the workplace and organizational contexts Clarity and confidence in detecting and managing situations as they arise Tools and strategies that strengthen cultural safety, trust, and accountability Guidance for integrating anti-Black racism into broader inclusion and equity efforts This learning allows leaders to adopt new approaches and prepares teams with shared language and understanding. Who This Workshop Is For This training is designed for organizations and teams across sectors and roles. It is suited for leaders, managers, and team members. The training supports organizations focused on anti-Black racism, including Employee Resource Groups, workplace committees, and teams across healthcare, education, nonprofit, public, corporate, and community sectors. The workshop is accessible, practical, and relevant to daily leadership and team dynamics. Why Anti-Black Racism Training Matters at Work Anti-Black racism is embedded in workplace cultures, policies, and practices. It influences hiring, promotion, performance management, psychological safety, and retention. When unexamined, harm persists even in organizations with strong intentions. Deepening understanding helps organizations identify harm in daily interactions, shift from intent to impact and accountability, equip leaders to respond effectively, and reduce disengagement and burnout. This work improves organizational effectiveness by building environments where people feel respected, heard, and supported to contribute fully. What Cultural Safety Looks Like in Practice Cultural safety reaches beyond language or one-time learning. It centres the experiences of those most impacted by harm and calls on organizations to examine power, privilege, and systems. In culturally safe workplaces: People are not expected to educate others about their identity or experiences Concerns about racism can be raised without fear of retaliation Leadership demonstrates consistent, well-informed action Learning is ongoing rather than reactive Cultural safety develops through awareness, practice, and a willingness to stay engaged, even during uncomfortable conversations. Grounding the Work in the Canadian Context Understanding Canadian Black history is essential to understanding today’s workplace dynamics. Anti-Black racism has deep roots in Canada and continues to shape present-day workplace experiences. The workshop explores: The history of slavery in what is now Canada Segregation in education, housing, and employment The role of Black railway porters in shaping labour movements The displacement of Africville and Hogan’s Alley Black settlement and resilience across regions, including Salt Spring Island and western and northern territories These histories help leaders and teams link past systems to present organizational dynamics. From Awareness to Action Learning is impactful only when it leads to practice. This workshop supports sustained action rather than one-time engagement. Successful learning spaces: Invite reflection without defensiveness Provide language and tools for workplace situations Support leaders in practicing accountability Encourage continued engagement beyond a single session This workshop focuses on building capacity, not checking a box. Bring the Training to Your Organization If your organization is ready to amplify leadership capacity and build culturally safe workplaces, we invite you to host the Leading in the Moment: An Anti-Black Racism Workshop for Leaders and Teams. Workshops are available as: 90-minute sessions Half-day sessions Full-day sessions Building culturally safe workplaces is not about perfection. It requires commitment, learning, and the courage to lead differently. About the Facilitator Natasha Tony is an award-winning facilitator and CEO of Elevate Inclusion Strategies™. Her action-oriented approach helps organizations navigate complex conversations with care, clarity, and purpose. Clients value her ability to create learning environments that are supportive and challenging, enabling leaders and teams to engage purposefully and move forward with confidence.

Workplace culture doesn’t shift overnight. It grows through intentional commitment, reflection, and practice. Respectful workplaces are not only a legal requirement under Occupational Health and Safety standards, but they are also the foundation of psychologically healthy environments where people thrive. For this reason, our three-year, three-module Respectful Workplace Program is designed not as a one-time training, but as a transformative journey that strengthens teams, builds resilience, and makes respectful communication an integral part of everyday organizational life. Why a Three-Year Approach? One-off training sessions raise awareness, but they rarely change behaviour. Shifting workplace culture takes time to practice new skills, test them in real-world situations, and revisit them with a fresh perspective. The Respectful Workplace Program is structured over three years, allowing participants to build a foundation, strengthen it through practice, and ultimately lead by modelling respectful and inclusive behaviour . Year One: Building the Foundation Participants explore the essentials of respectful communication, unconscious bias, and emotional and cultural awareness. This stage sets the groundwork for a psychologically safe and inclusive workplace. Year Two: Deepening the Practice Teams practice with challenges that mirror the situations they navigate in the workplace. They learn practical conflict resolution tools and develop a culture of constructive feedback. The focus is on understanding who we are in conflict and how to respond with empathy and awareness. Year Three: Sustaining and Leading Change  The final stage empowers participants to become champions of inclusion. They mentor others, model authentic communication, and commit to the ongoing improvement of workplace culture. Respectful practices are not just learned but lived. A Coach Approach to Transformation The methodology behind this program is grounded in a Coach approach. The process assumes every participant is capable of growth and able to identify their own areas for learning. Through hands-on discussions, guided reflection, and open dialogue, participants examine the impacts of exclusion and gain tools for inclusive and respectful communication. By developing both emotional and cultural awareness, the program provides practical skills that support people not only in their professional lives but also in their personal relationships. Respect and inclusion become everyday practices rather than abstract ideals. Purposeful Commitment to Teams This training is ideal for onboarding new staff, strengthening established teams, or providing annual culture check-ins. It is not obligatory. Participants actively seek it out because they recognize its value. Teams commit to examining what is working well, identifying what needs to change, and carrying forward practices that create a respectful and thriving workplace. “This program gave our team a safe space to reflect on how we communicate. We didn’t just learn concepts, we practiced them. The skills I gained have changed how I approach conflict, both at work and at home.” – Participant feedback Building Respect Into Workplace Culture Respectful workplaces are not just about compliance. They aim to create psychologically healthy environments where people feel heard, valued, and safe. By encouraging a constructive feedback culture, organizations empower employees to speak openly, resolve conflicts effectively, and strengthen trust. “What stood out for me was the focus on constructive feedback. I used to avoid difficult conversations, but now I feel equipped to approach them with clarity and respect. It has made me a better colleague and a better leader.” – Team Leader The Impact: From Training to Transformation Over the course of three years, participants move from awareness to empowerment. Training becomes practice, reflection becomes habit, and the principles take hold in daily work. By the end of the program, participants are not simply employees but champions of respectful, inclusive, and psychologically safe workplaces. “This was the first training I’ve attended where I felt truly heard. The discussions about emotional awareness and cultural respect were eye-opening. It’s not just theory, it’s practical, and it has already made a difference in how our team works together.” – Participant feedback Respect in the workplace is no longer optional. This program delivers more than compliance. It builds lasting practices of inclusion, authentic communication, and psychological safety. With a three-year, three-module approach, organizations don’t just train their teams; they transform their workplace culture. About the Facilitator Natasha Tony brings deep experience and passion to her work as a Labour Relations Specialist, Consultant, Leadership Coach , and award-winning Trainer. As the CEO and Founder of Elevate Inclusion Strategies, she is dedicated to building inclusive organizations through an intersectional, human rights, and reconciliation lens. With a strong background in mediation, negotiation, and conflict resolution, Natasha helps leaders navigate the stages toward sustainable inclusion. Her approach is practical and transformative, guiding workplaces to move beyond compliance and toward cultures of respect, equity, and belonging. Beyond consulting and coaching, Natasha is also a cultural producer, community builder, and host of the Narrative Shift   podcast, where she curates conversations on identity, belonging, and healing. She has worked across diverse sectors, including unions, public and private organizations, designing and delivering inclusive leadership programs, workplace restoration initiatives, and professional development training. Her impact is notable in the film and television industry , where she has developed and facilitated respectful workplace programs that address systemic inequities, creating healthier and more collaborative environments. Natasha's work reflects a clear commitment to elevating inclusion with purpose. Every organization she partners with is prepared to create lasting change. Contact us today for a complimentary consultation with Natasha.

photo: Anastasia Creative Trigger Warning: Some of the content in this article could be triggering for those with lived experience. Topics include gender-based discrimination and harassment, as well as the impacts of misogyny and rape culture. Over five years ago, New York Times   journalists Jodi Kantor and Megan Twohey, and the New Yorker’s Ronan Farrow’s explosive reporting finally made, the decades of sexual abuse by Hollywood mogul Harvey Weinstein and the complicity of many others public. This amplified the #MeToo movement, credited to activist Tarana Burke, highlighted the importance of TimesUp campaigns, and sent shockwaves across the industry in North America and across the world. Many survivors came forward to share their stories of the rampant level of abuse and harassment. Survivors had experienced untold damage to their mental health and personal lives and were excluded from work opportunities. Some, particularly those who reported their abuse, lost their careers entirely. Natasha Tony , Elevate’s CEO, long-time film industry professional and labour relations specialist, is all too aware of the challenges faced by survivors. Her expertise in respectful workplaces was in demand by several industry organizations wanting to respond to the #MeToo movement. Tony has built upon this expertise and developed a new training opportunity, Gender Equity for Film and TV for senior leadership, including producers, directors, writers, union leaders, funders, broadcasters, and board members. The precarious nature of work in the industry, coupled with patriarchal dominance and authoritarian and hierarchical leadership as the “norm,” led to a toxic environment of fear on the part of women and other underrepresented communities. Leadership complicity or complacency about harassment compounded the problem. Of course, that poisonous culture was not new; it has been firmly embedded since the dawn of moving pictures. The Weinstein case prompted many organizations to assess the extent of the problem within their orbit. The findings were disturbing. In a Directors Guild of Canada (DGC) 2018 Listening Tour , many women reported recent sexual misconduct ranging from inappropriate comments of a sexual nature to assault by members of other unions, producers, and DGC members. The report points to a culture of fear of reprisal and belief that such behaviour will go unpunished. In November of 2017, in an attempt to shift from such an unsafe workplace culture, Canadian stakeholders published a blueprint for future conduct in the industry. The aim was to ensure every workplace is one where safety, respect and professionalism are the norm. It states: “The Canadian Creative Industries Code of Conduct confirms our commitment to safe and respectful workplaces and to an industry free of harassment including sexual harassment, discrimination, bullying and violence.” Half a decade later, we must ask, “Has safety, respect, and professionalism become the norm?” There’s no doubt that awareness of the problems of gender bias and harassment has grown. Yet, studies indicate that the momentum for change has decreased while gender bias and instances of harassment continue to increase — without adequate systems in place. A  2021 report by Hill Strategies on Sexual Harassment in the Canadian Performing Arts, Film, and Television Industries found that 87% of the respondents who started work after the #MeToo movement have experienced or witnessed sexual harassment. Of those, 82% had personally experienced sexual harassment multiple times. The perpetrators were managers, supervisors, and coworkers. Almost two-thirds reported suffering some type of reprisal – whether or not they reported an incident. In addition to sexual harassment, 77% of respondents had experienced or witnessed different treatment based on sex/gender, including the quality or nature of work assignments. The report’s authors make it clear: “There is a culture of misogyny in the film and television industry that has deep roots. This keeps women out of leadership positions throughout the industry. Female performers also have to deal with a general lack of respect for actors, as well as misogynistic scripts…. Without more women in leadership, behind the lens, writing the scripts, and literally calling the shots, sets will continue to be a tenuous place for women to work, no matter what workplace policies we adopt.” The situation is even worse for women of colour. Racism and sexism are inextricably linked. This is illustrated by a 2018 study by the Canadian Reelworld Screen Institute . Despite their expertise, 82.9% of respondents believed their job to be more precarious than a non-racialized woman of similar experience. Also, 92% believed that Women of Colour in entertainment experience sexual harassment differently than non-racialized women. The Reelworld study concluded, “Sexual misconduct is clearly prevalent in our industry. It is not limited to powerful producers or executives preying on young actresses. Crew and production members also act inappropriately and predatorily without consequence.”  The Institute also states, “We cannot minimize the fear of retaliation that Women of Colour have if they were to publicly voice their concerns on how they are treated.” That fear of reprisal was echoed more recently in the 2019-2020 Hollywood Commission survey across the entertainment industry. The survey concludes that despite perceived progress, the industry has a permissive climate toward sexual harassment, workers don’t believe that powerful harassers will be held accountable or that reports will be taken seriously. It also found that most workers feel the industry does not value diversity, inclusion or respect. Just as disturbing and interconnected to gender bias on production is the pervasive gender bias and discrimination shown on screen. This takes the form of an enduring failure to put diverse faces, bodies, genders, and abilities on the screen and, when actually doing so, often in a negative light. Such failure of representation is clearly shown in the UBCP/ACTRA report , published in 2023. The report states: “For decades, research has demonstrated that media affect our perceptions of the world around us, the issues we view as important, our understanding of acceptable behaviours, the norms we do (or do not) question, and the lenses through which we view ourselves.” The Canadian Black Screen Office (BSO) has produced reports documenting the failure to authentically represent people of colour, people with disabilities, and the 2SLGBTQIA+ community on screen. The BSO also clearly documents the additional struggles people of colour have accessing work opportunities and advancement within the industry. As prevalent as the lack of representation of historically underrepresented groups on screen are storylines supporting rape culture, voyeurism and gender-based violence. This is an endemic feature of “entertainment” that must be addressed. Using powerful examples and resources, Elevate’s Gender Equity for Film and TV training illustrates the extent of this type of narrative and the damage it causes. For industry workers at all levels to be safe and to have the opportunity to thrive and excel in their careers — the work must continue. This requires a deeper understanding by leadership of gender bias and discrimination, on and off the screen, and an authentic commitment to shift the culture in a meaningful and enduring way. For more information on our training, click here or email info@elevate-inclusion.com

photo: Anastasia Creative Elevate’s Inclusive Workplace Training Series is one of our most in-demand courses. Led by Elevate Founder and CEO Natasha Tony , the program fosters an environment where participants are encouraged to develop the skills that promote inclusive practices. It emphasizes proactive conflict resolution methods and enables individuals and their colleagues to build a common understanding of what a culture of accountability means within the workplace. Entire organizations can benefit from this training series. We also offer custom inclusive workplace training designed for senior leadership — which is imperative when creating and maintaining an inclusive workplace culture. Each session is interactive and includes opportunities for group discussion and personal reflection. At the end of the training, participants are invited to share any takeaways they will implement personally and professionally. The responses are most often illuminating and encouraging. Similar themes emerge with each session and point to the support employees need to be part of an inclusive organization. Specifically, the following three concepts influence and stick with participants long after the training is finished: 1. Recognizing and responding to microaggressions and their impact on individuals and teams. In our training, we discuss the impacts of discrimination on both the individual and on organizational culture. However, one topic that participants gravitate towards understanding at a deeper level is microaggressions. Some are familiar with the concept — many more are not. Microaggressions are a subtle, often unintentional, form of discrimination. Rather than being overt, they can take the shape of a causal comment, an inadvertently painful joke, or insult. Microaggressions have a profoundly negative impact on the people they are directed toward. This can include feelings of isolation, a lack of self-worth and a deterioration in their psychological health and safety. Human Rights decisions in Canada clearly indicate that microaggressions contribute to a poisoned workplace. During the session, we show All the Little Things by Meena Aiyttey. This short but impactful video on microaggressions encourages an empathic understanding of unaddressed biases and their harmful effect on co-workers. When individuals develop an awareness of microaggressions and the psychological harm they cause, there is the potential to reduce occurrences. For example, here’s what some of our participants shared with us: I now recognize that microaggressions are not micro! I will use the tools given during the training to address any microaggressions that I see or hear. I loved the shared tool for handling microaggressions. I will use this guidance to interrupt microaggressions. I will definitely use the calling-in and calling-out phrases provided. I also liked the paraphrase and reflect-back communication approaches we practiced. They put the onus on the microaggressor to think more about their comment and provide a real teaching moment. Eliminating the incidence of microaggressions makes for healthier teams, a more inclusive workplace and supports the psychological health and safety of people who have been historically marginalized. Another key factor is to equip team members with the tools to interrupt microaggressions when they occur. Essentially, that means becoming more than a bystander. 2. Challenging discriminatory behaviour: Shifting from avoidance to effective interventions Becoming more than a bystander calls for a proactive approach to challenging discriminatory behaviour rather than passively observing and assuming others will take action. It means developing an inclusive practice where you commit to learning intercultural communication skills and strategies and building the "muscle of moral courage" to intervene. Participants in Elevate’s Inclusive Workplace training series often express appreciation for the intervention techniques they practice in the sessions: Thank you for this essential training. Using the Interrupting Bias – Call In vs Call Out resources are two things that really stood out to me. I will implement these practices both at work and personally. Through practice and open discussion, these tools and resources provide me with a better understanding of how to graduate from bystander to ally! Another aspect of allyship is being able to "decentre" yourself, which means moving from seeing issues through your own perspective to considering other worldviews and experiences. According to an article from Baylor University, "Decentering ourselves in conversations with marginalized groups allows us to understand additional perspectives and provides an opportunity for those who are affected to be seen and heard." That sentiment also reflects what Elevate training participants tell us: I feel empowered to act instead of being avoidant, and I will make sure that I’m more open to others’ lived experiences. Decentering is just one of the intercultural communication skills that Elevate facilitates. Our Inclusive Leadership and Inclusive Workplace training also explores effective and authentic conflict resolution approaches that can be incorporated into participants’ inclusive practices. 3. Make a PACT with yourself and your team. The final "ah ha" moment participants often share with us is the realization that it takes Practice, Accountability, Commitment and Time (PACT) to develop the knowledge and skills to work inclusively. One recent participant sums this up nicely, "This work is one of constant practice, collective brainstorming, creativity and flexibility." Another person echoed a similar sentiment, “This is about ongoing learning and change, the adoption of new perspectives and the implementation of inclusive practices.” We couldn’t agree more. These participant commitments and takeaways are a testament to the importance of coming together to deepen our collective awareness. They also speak to the need for a continuous commitment to developing an anti-oppression practice within organizations. Ongoing training and coaching sessions are vital for creating organizational culture shifts toward psychologically healthy workplaces. *Note: We thank all our training participants. Your feedback helps inform our practice. If you’d like to discuss how we can support your organization on these themes or any other inclusion topic, email info@elevate-inclusion.com.