Learning objectives :

• Identify and name instances of everyday exclusion, even the most subtle ones, and assess your own tolerance levels
• Respond appropriately and confidently to exclusionary behavior, using the right words and maintaining the right demeanor
• Define your principles of inclusion for yourself and your team, and make them actionable in your daily work
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Course :

Session 1: Avoiding Behaviors and Attitudes That Hinder Inclusion
The most common form of discrimination isn’t the obvious kind: it’s the offhand comment made in a meeting, the person who is never given a chance to speak, or the age-related joke presented as a compliment. This workshop begins by bringing these behaviors to light, by exploring each participant’s tolerance thresholds in everyday situations.

Example of a tool : The exclusion behavior identification grid (GREEN / YELLOW / RED: Acceptable / Acceptable with reservations / Unacceptable) applied to a series of practical cases of everyday discrimination based on gender, age, status, or profile, to reveal areas of ambiguity and behaviors that are tolerated without even realizing it.

Case example : Identify a series of instances of everyday discrimination (a junior employee who is systematically excluded from Executive Committee meetings, a colleague praised for their age rather than their skills...), compare individual responses with those of the group to identify areas of disagreement, and collectively develop a definition of what is acceptable and what is not.

Session 2: Responding Appropriately at the Right Moment
Simply recognizing non-inclusive behavior isn’t enough if you don’t know what to say or do in the moment. This session provides participants with concrete strategies and language to respond effectively: neither through excessive confrontation nor through complicit silence.

Example of a tool : Key approaches and phrases for responding to everyday discrimination (based on gender, age, status, background, etc.): how to describe what you’ve observed, how to address the issue without being confrontational, and how to create a space for the person involved to speak up.

Case Study : Review the situations identified in the previous session and practice formulating an appropriate response for each one, working through the responses aloud so you are ready to use them in the next real-life situation.

Session 3: Defining Your Inclusion Principles
Responding to specific situations is good. Establishing a sustainable framework for yourself and your team is what embeds inclusion in the culture. Participants formalize their personal and managerial commitments in a template that they can reuse and share.

Example of a tool : The Inclusion Framework (write down your principles of inclusion and points to keep in mind for yourself: what behaviors do I commit to avoiding, what habits do I want to adopt / and for your team: what kind of environment do I want to create and what signals do I want to send on a daily basis).

Case Study : Draft your personal inclusion framework, share it in small groups to challenge and refine it with feedback from peers, and leave with concrete, actionable commitments.