Facilitated by Dr. Roberta Borgen, the second workshop explored how to make learning and training spaces welcoming for all. Creating a workforce where people can learn, grow, and succeed isn’t always as simple as it seems. Bias, privilege, and unintentional barriers can shape who feels included—and who doesn’t. In this session, panelists explored how trainers, career professionals, and workplace leaders can foster environments that support all individuals, especially those from underrepresented backgrounds.
We discussed the role of group safety, accommodation, and respect in everyday practice and what to do when mistakes, misunderstandings, or missteps happen. Attendees left with actionable strategies to make learning spaces more inclusive, engaging, and effective for everyone.
Annette Borrows, who has been working in Supported Employment for over 20 years, is passionate about employment equity for people with disabilities. She is currently employed as the Provincial Employment Manager for Community Living BC and serves as the President of both CASE (Canadian Association for Supported Employment) and WASE (World Association for Supported Employment). In her spare time, she enjoys paddling on Cultus Lake in dragon boats and outrigger canoes. Hear Annette speak to her role in creating inclusive training environments.
Heather Thorne, who has been with Rona/Fraser Valley Building Supplies for the past 26 years, has worked in pretty much every department and with many different people throughout various stores. She has been Store Manager of Rona Hope Building Supplies for a little over 2 years. Heather Known for being welcoming and inclusive to all walks of life, hear Heather speak to her role in creating inclusive training environments.
Seanna Quressette, M.Ed., CCDP, is the Coordinator for Continuing Education at Douglas College where she manages the Career Development programs and professional development. Seanna lives with complex PTSD and regularly presents at conferences on the intersection of trauma and career development. Seanna has been a facilitator for over forty years and brings to her trainings a heart centered, humourous approach. Hear Seanna speak to her role in creating inclusive training environments.
Trina Maher, a member of the Anishinaabe community of Mattagami First Nation, has been helping companies find ways to support Indigenous talent to navigate towards meaningful careers since 1999. As President of Bridging Concepts, she designs strategies and training which facilitates conversations that raise the consciousness of what is possible when we can come together across cultures and create space for the inclusion of Indigenous voices and knowledge to build better tomorrows for our spaces of work, learning, and living. Hear Trina speak to her role in creating inclusive training environments.
We asked the panelists to share their insights into what inclusivity looks like. Watch their responses:
What challenges have you experienced in creating/maintaining inclusivity in the education/training you offer/deliver/attend?
When we asked workshop participants this question, communication emerged as the most frequent challenge. This aligns to the Diversity Disconnect research where communication was rated as the top skill for finding and maintaining employment when survey respondents rated the influence of the nine Skills for Success. It was also the most frequent “success factor” within the focus groups and interviews.
Watch our panelists discuss these challenges further:
Some key takeaways include:
In our research, one of the success factors was Training/Learning. Some participants shared how important it was to recognize different ways of learning, in particular Indigenous ways of knowing. In Canada, many job seekers encounter resistance to recognition of knowledge from outside of formal, local institutions (e.g., foreign credential recognition, unpaid labour, community service). As a result, many types of knowledge, skills, and/or credentials are undervalued or disregarded.
How do/have you address(ed)/accommodate(d) this disconnect in your training?
We also asked panelists to reflect on how to create and maintain group safety. Watch their insights:
Key takeaways include:
We also asked panelists what to do when mistakes/missteps evidently happen. Watch their insights:
Key takeaways include:
One of the recommendations in our report was to Make it Personal. Reflect deeply to examine your role in the disconnects between groups.
Explore DEI in a Changing Landscape, the next workshop in the Bridging The Disconnect workshop series. The third workshop tackled how diversity, equity, and inclusion align with real-world business goals.
Creating inclusive training environments requires you to examine your own bias. This is often an uncomfortable process, but a critical one for personal development, growth, and building a more inclusive world. Learn strategies to help you Challenge Your Assumptions by visiting the resource next.
Listen to the Diversity Disconnect Podcast, exploring the findings of the Diversity Disconnect research and examining the 20 factors that influence employment success. You’ll hear from the research team directly, and you’ll hear real quotes from the research participants they spoke with.
