DEI Workshops

Microaggressions are everyday verbal and nonverbal slights, snubs, or insults, which can either be intentional or unintentional. These actions communicate negative or hostile messages that are based solely on the recipient's perceived marginalized group membership. In this workshop, we’ll cover what microaggressions are, how they manifest, and how we can respond to them as a recipient, as someone who has committed a microaggression, and as a witness to one.

Learning Objectives:

  • Recall what a microaggression is and how it manifests
  • Describe how to respond to microaggressions from three different perspectives

In today’s world, it’s not enough to be a bystander– we have to move to learning how to understand and act as an ally. This workshop covers a discussion of how to act as an ally in the workplace. We review best practices, terminology related to power and privilege, and specific allyship tools and skills. The workshop includes interactive discussions on relevant real-life scenarios tailored to you.

Learning Objectives:

  • Review terminology related to power and privilege
  • Describe allyship frameworks
  • Practice responding and applying ally skills through scenario discussions

The workshop will open with a foundational overview of diversity, equity, inclusion, and unconscious bias. We will examine the presence of bias in the workplace and attendees will gain concrete tools and action plans for supporting their teams. Attendees will walk away with a deep understanding of how to personally contribute to creating a supportive and inclusive culture that will improve retention, provide support, and help employees grow professionally.

Learning Objectives:

  • Understand how inclusive work culture is created and sustained
  • Understand the attributes of belonging
  • Know how to support all members of your team
  • Plan and measure efforts toward greater team and organizational inclusivity

This three-part introductory workshop examines the root causes of racism and the ways in which it manifests in the workplace and beyond. We will discuss our own personal experiences while thinking of ways to dismantle and unlearn harmful narratives we’ve consciously and unconsciously accepted. By the end of this workshop, participants will be provided with an anti-racist framework on how to begin recognizing and addressing manifestations of racism.

Learning Objectives:

  • Review a snapshot of how racism has impacted the lives of various racial groups
  • Describe how racism manifests at the ideological, individual, interpersonal, and institutional levels
  • Practice engaging in meaningful conversations related to our identity, power, and  privilege
  • Discuss ways we can begin adopting an anti-racist lens in our personal and professional lives

Geared toward recruiters and hiring managers, this workshop series examines each step in a typical hiring process through the lens of inclusivity. The workshop will open with a review of the foundational concepts of diversity, equity, inclusion, and unconscious bias. We break down the entire life cycle of your specific hiring process through an inclusive and equitable lens. From creating the initial job description to making an offer, participants will explore how bias manifests at each stage, and provide tangible strategies to mitigate it. We will practice with hands-on activities, and wrap up by having each participant develop their own action plan so that they feel empowered to take steps toward change after the workshop.

Learning Objectives:

  • Define how unconscious bias manifests during the hiring process
  • Analyze job descriptions through an inclusive and equitable lens
  • Recognize how to expand your sourcing practices
  • Express how to inclusively assess your candidate pool via resume review, interviewing, and negotiating

The workshop explores how bias manifests during resume review and interviewing. Participants will discuss how to apply an inclusive and equitable lens to both of these stages of the hiring process. We will practice with hands-on activities and discussions.

disability inclusion

Learning Objectives:

  • Discuss how to inclusively assess your candidate pool when reviewing resumes
  • Review how to inclusively interview

Attendees will take an in-depth look at a vital part of everyone’s day– meetings– and discuss how to best prepare for, run, and support inclusive work gatherings. We’ll cover how bias shows up in meetings, different ways people communicate, and how to most effectively acknowledge and include everyone, no matter where your team is working from.

Learning Objectives:

  • Name ways bias can impact in-person and virtual meetings
  • Identify strategies for running meetings with an inclusive lens
  • Assess opportunities to give inclusive feedback both written and verbal

Each workshop is specifically tailored to your individual goals. However, if you don’t see a workshop topic listed here, we routinely create customized workshops on a variety of DEI-related topics and themes. We are happy to have a conversation with you to learn more about your needs.

Our Clients Include



Community is one of our pillars at WeWork and one of our main goals is to create an environment that is diverse and inclusive. This is not only important to our employees but also to our, soon to be, 10,000 WeWork members in Boston as well. We recently partnered with SGO to hold an Unconscious Bias workshop. When we conducted the post-workshop survey of the attendees, the feedback from the team was overwhelmingly positive. Every single attendee said that they had a better understanding of their team members and new thoughts on how to improve diversity and inclusion in the workplace.

One key takeaway was that we all have unconscious biases and it is important to understand what they are and understand when you might be looking at an individual or a situation through a certain lens. This was an important initial step for us and we are looking forward to continuing the workshops with Felicia and team.

Alexis Miller, Director of Business Operations


It’s rare, in HR, to find a training and development partner that you can safely send *any* of your colleagues to from all sides of the business, with many different personalities and learning styles, at any level of the organization. SGO is that trusted advisor for me as the Director of Talent at Yesware. Our team members have been to many of the workshops, webinars, and networking events, and I regularly share out insights and readings from their newsletters to my management team. What’s perhaps even *more* special is how responsive, approachable, and caring Rachel and Felicia are along the way! The work they do has been an integral part of our leadership development and diversity and inclusion efforts, and I strongly recommend their programs to anyone who is thinking about participating!

Zoe Silverman, Director of Talent

Housing Partnership Network

We were ready to start our diversity journey as an organization but we didn’t feel we had the expertise to do it alone. After doing some research and speaking to a few diversity training professionals, I knew from the first call that She+ Geeks Out would be a great partner for our organization. Rachel took the time to understand our company culture and recommended a training program that would fit the needs of our team. Felicia delivered our first training, on Unconscious Bias, which was very well received by our staff. It was an impactful initial training that kick-started our ongoing conversation about diversity and inclusion. Felicia’s approach was refreshing and highly engaging. Since our initial training, Felicia has also lead guided conversations around unconscious bias and microaggressions to smaller groups within our organization, and we are planning future collaborative training around diversity, inclusion, and feedback. The team at She+ Geeks Out have become trusted partners helping us introduce ideas to the organization.

Sherry Burton, Director of Human Resources

Berklee College of Music

Yesterday’s workshops were phenomenal! Both facilitators brought a wealth of knowledge and a raw honesty that is necessary for Diversity/Inclusion/Equity work to be effective. They created a safe space for an open dialogue and I thought the exercises were great. I have more than 20 years of experience as an HR practitioner, and I can tell you that some of the group exercises and feedback I’ve done in the past have been so cheesy and ineffective, much like cheesecake for dessert on a diet. Not so with the exercises in these workshops! Until yesterday I’d only heard about “microaggressions”; it was so beneficial that the topic was included in the content of the session.

Collette Jackson, Talent Management Advisor


We came to She+ Geeks Out with the knowledge that there was feedback in parts of our organization that we weren’t hearing, specifically. SGO was able to not only recommend a series of focus groups, where their facilitators would ask a series of questions, but they were also able to adequately summarize the feedback they received while allowing our individual employees to stay anonymous. The subsequent report provided by their team gave us the feedback that we were looking for, while also providing a series of recommendations as next steps. The experience with SGO, from start to finish, was quick, easy and informative. I wouldn’t hesitate to work with them again!

Alex Mimms, Technical Recruiting Team Lead

Launch Academy

I participated in a full day event consisting of two back to back SGO Workshops: ‘Retaining Talent Through Inclusivity’ and ‘Recruiting & Hiring Inclusively’. I found both workshops to be highly informative and collaborative in an area for which at the time I was under informed. I felt welcomed and put at ease by the facilitators and participants as my lack of knowledge towards the subjects had my imposter syndrome running in high gear. Following the training our organization re-wrote all of our open job descriptions resulting in applications from a more gender diverse group of candidates. We’ve also been working to amend our vernacular to include ‘culture add’ vs ‘culture fit’ which I personally fell in love with on the spot. Since the training, Rachel and Felicia have gone above and beyond to support our organization for both internal and external purposes as we not only strive to be more inclusive ourselves but also aim to create a developer training program which serves a similar mission. I highly recommend these two events for anyone seeking to make material advances towards a more inclusive team no matter the size or industry.

Evan Charles, Co-Founder & COO,


“Job descriptions are a major part of building an inclusive employment brand and attracting diversity hires. We asked SGO to facilitate a workshop on job descriptions for our recruiting meetup. We looked at job postings through a more inclusive lens, learned to remove distracting/exclusive phrases, learned how best to express company values and and to see job descriptions through the mind of a job seeker. We left with clear, actionable steps that we were able to easily introduce to hiring managers. Thanks SGO, we loved working with you!”

Jaclyn Jussif, Head of Talent Acquisition


Felicia and her team were attentive to our specific needs, wonderful facilitators, and our participants walked away with an education and skills in allyship. We’d absolutely recommend this workshop to any company looking to take a step further than just a D&I training.

Stephanie Spiegel, People & Operations Manager


Given that we were bringing a DEI workshop into our organization for the first time, we had many, many questions. The SGO team we worked with brought such patience, expertise, and relatability to each of our conversations. They really listened to our concerns, displayed flexibility, and followed through on every action item. I was so grateful for the level of pre-workshop work that happened. And our facilitator, Fatima, was incredible. Excellent skills at reading a room, pacing, guiding us through sensitive discussions, creating a safe space for sharing, and struck just the right level of warmth and friendliness. I would be excited to bring the SGO team back for additional training with our group when the time comes.

Kara Montermoso, Director of HR

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