Advancing Inclusion in the Nest:
Fostering Innovation, and a Happier and Healthier Workplace

Winter 2019

This highly-anticipated and interactive program described below lays the groundwork for fostering a truly inclusive workplace—that not only produces innovation, but results in happier and healthier teams. This full-day session offers practical learning and tools around Inclusive Leadership, Disrupting Unconscious Bias, Intercultural Essentials, and How to Be an Ally. This is an excellent opportunity for all staff to identify where they are on the journey towards inclusive excellence, and contribute to Arc’teryx’ goal of being one of the best places to work, for all.

The following modules and sequence have been adjusted to reflect the feedback collected from the pilot that senior leaders received on December 6, 2018. If you have a specific question around diversity and inclusion, please feel free to use the form at the bottom of this page, or send me an email at

10-minute breaks will be provided between each module.


Screen Shot 2019-01-10 at 2.26.51 AM.png

Session A: 
Inclusion Literacy & Six Vital Traits for Inclusive and Healthy Workplaces
8:30 AM to 10:00 AM (90 minutes)

Inclusive workplaces are promised to be the heart of innovation and are the key to optimizing the health and well-being of the Nest. The capacity for leaders and colleagues at Arc’teryx to model inclusive attitudes, language and behaviours is the litmus test of the collective commitment to empowering each other to be and perform our best. Failure to demonstrate inclusivity within the Nest drives people away, harbours discrimination, normalizes inequity and has a direct impact on the mental health of our workplace.

In this opening session, participants will examine the different kinds of diversity in the workplace, the Diversity Business Case for a more inclusive workplace, and using the Diversity Change Curve also explore the organizational stage-by-stage process towards fostering a work environment where people with profound differences thrive. Participants will determine where they are in the D&I journey and what diversity business case benefits are most relevant to Arc’teryx. 

This module explores the most recent report by Deloitte on when employees feel included, provides a research-based framework around the key traits for inclusive leadership, and further examines differences in what various employee groups perceive as inclusive leadership behaviours. 

Screen Shot 2019-01-10 at 2.39.08 AM.png

Session B:
Confronting Unconscious Bias in the Workplace
10:00 AM to 11:30 PM (90 minutes)

All company staff are faced with the critical responsibility of acknowledging and disrupting bias. This session establishes a foundational understanding of how bias affects decision-making and explores the impact of three kinds of bias that impact selection processes: implicit or unconscious bias, cultural bias and systems bias.

With a specific focus on bringing awareness to and disrupting unconscious and cultural bias in the selection process of new hires, this session will provide an understanding of how biases are formed in our unconscious, and specifically addresses the following kinds of unconscious bias that affect recruitment:

  • Affinity bias;

  • Confirmation bias;

  • Social comparison bias; and

  • Attribution error.

Gender Biases:

  • Maternal bias;

  • Competency/Likability trade-off bias;

  • Performance attribution bias

This session will also discuss strategies for recognizing and disrupting the unconscious and cultural bias which tend to occur during the recruitment and interviewing process.

Please see the following link for the pre-work instructions:

Screen Shot 2019-01-10 at 2.47.42 AM.png

Session C:
Intro to Intercultural Fluency & Confronting Cultural Bias
11:30 AM to 12:00 PM; 1:00 PM to 2:00 PM (90 minutes)

This engaging and interactive session provides a frank conversation about the complex difficulties of leading more diverse and inclusive organizations and/or teams, the intercultural afterthought, and what is required to convert a team’s diversity into innovation. This module covers:

  • The impact of cultural differences

  • The stages of personal change that must occur to formalize an intercultural mindset

  • Developing Intercultural Fluency

  • Whose responsibility is it to adapt?

  • Overcoming the fear of saying the wrong thing

This module will also examine the idea of a colleague sense of “fit” and the related points of cultural conflict in a diverse team. An adaptation of the Bennett Scale (also called the Developmental Model of Intercultural Sensitivity) will be presented. The Intercultural Fluency Model will be introduced and participants will be invited to identify area of future development.

Related Resources:

  • Preparing the Workplace for successfully hiring and on-boarding internationally trained professionals (DIVERSEcity)

Screen Shot 2019-01-15 at 4.20.36 PM.png

Session D: 
What Does it Mean to be an Ally?
2:00 PM to 3:15 PM (75 minutes)

This module brings together all the preceding learning and makes it applicable and practical, by introducing what it means to be an active bystander (as opposed to being a passive bystander), and the key five traits of an ally:

  • Allies listen, instead of saving.

  • Allies avoid the credit, and but seek credibility.

  • Allyship is defined through action, not words.

  • Allies are woke.

  • Allies understand their own disadvantages.

This closing module will also provide strategies around disrupting non-inclusive behaviour and language.

Session E: 
What? So What? Now What?
3:15 PM to 4:00 PM (45 minutes)

The closing workshop is a space for attendees to ask questions, digest and self-reflect on what they have learned or discovered through the day, and what impact this might have on their aspirations as well-intentioned leaders in their organization. It will also provide space for honest dialogue and reflection on how leaders can further develop the courage and commitment to lead inclusively, disrupt exclusion and most effectively be an ally to women, people with disabilities, Indigenous Peoples, people of colour, and LGBTQ2S+ employees. 


Advance Questions

If you have a pressing intercultural challenge or diversity and inclusion question, please feel free to use the form below (names and contact information is optional):