Inclusive mindsets are developed through well-structured training programmes that challenge assumptions, build cultural understanding, and support behavioural change. These programmes are tailored to the needs of large corporates, government agencies, and educational institutions, particularly those committed to Reconciliation Action Plans (RAPs) and inclusion strategies. Here’s a closer look at the different types of training used to build inclusive thinking.
Foundational Awareness and Induction Training
Training often begins with induction-level sessions that introduce key concepts like cultural safety, equity, and intersectionality. Participants learn the historical and social contexts that shape workplace dynamics, with a focus on identifying and addressing unconscious bias.
These sessions are usually interactive, featuring guided discussions, short videos, quizzes, and real-life case studies. They set a base understanding, enabling participants to engage in more complex discussions later.
Deep-Dive Workshops on Identity and Lived Experience
Beyond foundational learning, deep-dive workshops focus on specific themes such as racism, gender identity, neurodiversity, or disability inclusion. These longer sessions often involve lived experience storytelling, yarning circles, and structured reflection.
The goal is to shift inclusion from abstract to personal—encouraging participants to critically examine behaviours, assumptions, and workplace culture. The use of real stories and facilitated dialogue makes the learning tangible and emotionally resonant.
Leadership-Focused Cultural Competency Programmes
Leaders play a pivotal role in driving inclusivity. Leadership programmes are designed to strengthen cultural intelligence and embed inclusive thinking into decision-making and strategy.
Delivered through workshops and coaching, these sessions include scenario-based learning—such as responding to complaints or reviewing policies through an inclusion lens. Facilitators often support executives in aligning inclusion efforts with organisational goals, helping build confidence and accountability at senior levels.
Sector-Specific and Role-Based Training
To maximise relevance, many organisations adopt training tailored to specific sectors or roles. For example, frontline staff in government services may undertake workplace aboriginal and torres strait islander cultural awareness training, while educators explore how to embed Indigenous perspectives into curriculum planning.
Such training is typically developed in collaboration with subject matter experts and community voices to ensure cultural integrity. This approach makes inclusion practical, showing how it applies within daily job responsibilities.
Experiential Learning and Immersions
Experiential learning, particularly on-country immersion, offers some of the most impactful experiences. Participants engage with Aboriginal and Torres Strait Islander communities through cultural walks, storytelling, and sessions on kinship systems and connection to Country.
Led by Traditional Owners or Elders, these programmes are deeply reflective. Rather than delivering information, they invite presence, listening, and respectful engagement. Participants often leave with a deeper emotional and cultural connection that traditional training cannot replicate.
Digital Learning Modules and Blended Programmes
Digital learning offers flexibility and scalability. Programmes are often delivered via microlearning modules, videos, and interactive case scenarios. These are ideal for hybrid or remote teams and can be supplemented with live sessions for discussion and reflection.
Blended learning allows participants to revisit key concepts, test their understanding, and apply inclusion principles in real-world contexts. It’s especially effective when used to reinforce other in-person training initiatives.
Turning Learning Into Lasting Change
Training programmes that build inclusive mindsets take many forms—from induction sessions to immersive cultural experiences. Each plays a distinct role in promoting empathy, cultural understanding, and equitable workplace behaviours.
Their impact lies not just in what is taught, but in how that learning is made relevant and respectful. For organisations implementing RAPs and inclusion frameworks, such training is essential—not as a symbolic gesture, but as a cornerstone of meaningful and lasting change.
