CRSR 0002 - CR3 - Equity Education Series
Course Description
The 2026 Culture of Racism, Recovery & Resiliency (CR3) Series is rolling out a new format! This year, the series will feature four 90-minute webinars that will run quarterly. The Series will explore key dimensions of inclusion — resilience, neurodiversity, intersectionality and belonging — through practical strategies and reflective dialogue. Across these sessions, participants will learn to define and apply inclusive concepts, recognize barriers that hinder equity and cultivate resilience, adaptability and empathy in everyday interactions. Together, we’ll build skills to foster psychological safety, strengthen, trust and integrate diverse perspectives into leadership and organizational practices, creating environments where all individuals feel valued, empowered and connected.
Course Outline/Topics
February 12: Resilience in Inclusion: Strengthening Equity and Belonging Through Challenge and Change
Creating truly inclusive environments requires both courage and resilience. Inclusive leadership means navigating discomfort, engaging in difficult conversations and sustaining commitment even when progress feels slow or resistance arises. Participants will learn how to cultivate personal and collective resilience to address bias, manage emotional fatigue and maintain inclusive practices in the face of challenges.
May 14: Neurodiverse Inclusion Strategies: Building Strength Through Understanding and Adaptability
Neurodiversity recognizes that people experience and interact with the world in many different ways. However, neurodivergent individuals (such as those with ADHD, autism, dyslexia or other cognitive variations) often face barriers in environments designed around neurotypical norms. This session explores practical strategies to create workplaces, classrooms and communities that value and include neurodiverse individuals. Participants will gain a deeper understanding of neurodiversity, learn inclusive communication and collaboration techniques and identify ways to reduce bias and enhance psychological safety.
August 13: Intersectionality in Inclusion: Expanding Equity Through Connected Identities
Inclusion is most effective when it recognizes that people’s identities are complex and interconnected. Intersectionality — a framework introduced by Dr. Kimberlé Crenshaw — helps us understand how overlapping social identities such as race, gender, disability, sexual orientation, class and age shape individual experiences of privilege and oppression. This session explores how intersectionality deepens inclusion strategies by illuminating the diverse realities within teams, organizations and communities. Participants will learn to identify where traditional diversity efforts may overlook key perspectives and discover practical approaches to embedding intersectional thinking into policies, communication and leadership.
November 12: Creating Belonging Together: Collaborative Strategies for Inclusive Connection
Belonging is the heart of inclusion — it’s the feeling of being seen, valued and accepted for who we truly are. Yet, cultivating belonging doesn’t happen by chance; it’s a shared responsibility that thrives through intentional collaboration and collective action. This session invites participants to explore how teams and organizations can co-create environments where everyone feels they belong. Through interactive discussion, reflection and practical strategy-building, attendees will learn to identify barriers to belonging, leverage diverse strengths and implement inclusive practices that enhance trust and connection.
Benefits and Learning Outcomes
- Define key concepts of inclusion — resilience, neurodiversity, neuroinclusion, intersectionality and belonging —and explain their role in fostering equity, innovation and wellbeing.
- Recognize common barriers such as fatigue, resistance, bias or exclusion that individuals and groups encounter in advancing inclusive practices.
- Apply practical strategies and techniques — including reframing, inclusive communication, empathy and adaptable design — to sustain motivation, psychological safety and authentic participation.
- Demonstrate inclusive leadership behaviors by modeling adaptability, compassion, accountability and collaboration in everyday interactions.
- Integrate diverse perspectives into personal and organizational practices to strengthen trust, equity and a culture where all individuals feel valued, safe and empowered.