Workshops + Education

We go beyond your typical "implicit bias" workshops at Swarm. Why? Because we design our education modules to address the root causes, the symptoms AND leave you with actionable steps for implementation. Check out our sampling of our most popular workshop options below, and ask us how we can customize sessions for your organization.

The Swarm Justice, Equity, Diversity + Inclusion JEDI Foundations Series

The Swarm JEDI Foundation Series is our introductory level content designed to build you guessed it...a foundation of key terminology, shared language and understanding of critical JEDI concepts such as power, privilege, not-so "micro"aggressions and more.

Through a series of 3-workshops your team will engage in material designed to provide a base for deeper learning, shared ownership of the work and creating spaces for team-building conversations with regards to centering JEDI at your organization. Hover over the 3 boxes below to learn more about each module.

JEDI Foundations #1: Identity + Culture Shift

Unlocking the Power of Identity to Understand Power + Privilege and Transform Culture

To frame our discussion about identity, power, and privilege we will use a framework looking at Marginal v. Mainstream identities. What can we do to center people from marginal identities in our work, and what can people in the mainstream do to redistribute power equitably? The training will include check-in activities, ample small group discussions, and an interactive activity designed to get participants thinking deeper about their role and responsibility to build more just, equitable systems.

Topics Covered in Training:

Marginalized v. Mainstream Identities
Dimensions of Identity
Power
Privilege
Equity

JEDI Foundations #2: Not-so "micro"aggressions

Mitigating, addressing and unrooting not so "mico"aggressions

Swarm will provide you with real world examples of microaggressions, proven strategies to create a culture where "micro"-aggressions can be mitigated (and ultimately eliminated), and we will discuss the power dynamics that are inherently tied to the impact that microaggressions have on people, particularly people from historically marginalized communities.

Topics Covered In this Training

Intent v. Impact
Identifying Microaggressions
Responding to Microaggressions
Organizational Policies and Procedures to Proactively Prevent Microaggression

JEDI Foundations #3: Beyond Allyship, Anti-Racism in Action

Going beyond the buzzword of Anti-Racism: What does it actually mean? How do you practice anti-racism? How to infuse it into your company culture, policies, and more!

Moving from Allyship to Action focusses on tangible, actionable steps that individuals, managers, and companies can take to work towards embodying anti-racist principles and policies. This training focuses on critical concepts such as white supremacy culture, structural racism, and defines what it means to be anti-racist (versus just not being racist, yes there is a difference!) Allyship is simply passive support of an oppressed community that you aren’t a part of, however, what we want is to create accomplices - people who are actively in the struggle and supporting marginalized communities by doing the work.

Topics Covered In This Training

Anti-Racism
Defining, Addressing and Dismantling White Supremacy
Structural Racism
Institutional Racism
Allyship
Becoming an Accomplice to People from Historically Marginalized Communities

Dive Deeper With Additional Workshop + Education Offerings

In addition to our foundational workshops and education modules we offer a variety of customizable workshops on topics ranging from LGBTQ+ Equity and Inclusion to Building Inclusive Management Practices. Explore the list of workshop options below and we can help you identify, and build-out, a curriculum to match the needs of your organization. Note: This is not an exhaustive list of our offerings — don't see what you are looking for on here? Reach out to us and let's talk about it!

Framing Intersectionality: A Roadmap to Create Impactful Change

Define intersectionality
Explore its framework and discuss how it can be used as a tool to build equitable organizational cultures.
Explore personal narrative as a leadership tool.
Define and name systems of oppression as inter-woven; discuss how this shows up in workplace culture and antidotes.

Beyond the Binary: Transgender and Non-Binary Equity + Inclusion In Action

Define key terms such as transgender, cisgender, gender non-conforming, non-binary and more.
Breakdown the trans umbrella.
Discuss how gender norms and expectations impact all of us, not just trans + non-binary people.
Action steps to center trans and non-binary people in equity work.

LGBTQ+ Inclusion in the Workplace

Discuss the challenges that remain for the LGBTQ+ community regarding equity + inclusion, specifically in the workplace.
How companies and organizations can create + utilize inclusive HR policies, daily practices s and management tools to be inclusive of LGBTQ+ people.
Key terminology and inclusive language guide.

JEDI Foundations and Principles for Return-To-Office (RTO)

Defining psychology safety and how to implement it.
Equitable considerations for RTO for people from marginalized communities.
Disability inclusion and RTO.
Best practices for managing hybrid teams.
Inclusive communication practices for RTO.
Leadership development principles for returning to the office.

Queer and Racial Equity in the Reproductive Justice Space

How to center queer and trans people in reproductive justice and healthcare — particularly post Roe.
Barriers to care for queer and trans people.
Centering intersectionality in Reproductive Justice healthcare practices, messaging and policies.

Foundations of Inclusive Mentorship: Building an Equitable Mentor Program

Identify your strengths and areas for growth related to being a mentor.
Engage in dialogue across differences with their colleagues, to model and practice authentic communication.
Strategies for avoiding saviorism, rooting in equity, and dissecting identity (among others) are related to inclusive mentorship

Leveling the Playing Field: LGBTQ+ Identity, Inclusion and Equity in Sports

Why equity in sports matters
Key vocabulary related to the transgender and general LGBTQ+ community such as cisgender, transgender, gender non-conforming, etc.
Messaging when talking about LGBTQ+ athletes with media, to fellow staff, etc.
History of LGBTQ+ athletes
LGBTQ+ Inclusive Policies

Inclusive Leadership + Management

-Strategies for supporting staff from marginalized communities — particularly during crisis.

-How to maximize and utilize 1-on-1's a tool for change and team development.

-Best practices for modeling DE&I.

-How to leverage the power and privilege of being a manager to cultivate change.

Frequent Asked Questions (FAQ's) About Workshops

1. How long are your workshops?
Swarm workshops are typically 2-hours long; we can work with your schedule and team needs to accommodate 90-minute workshops but we ask anything less than that (60-75 minutes) be a keynote speaking engagement or presented in another format. We believe 90-120 minutes is the ideal time for our workshop sessions as they include ample breakouts, small group discussion, and activities mixed with direct instruction. Workshops can be extended to 2.5 hours if desired (more hands on activities!) and please note that the intersectionality workshop is 3-hours.

2. What is the maximum number of participants per session?

We like to keep our workshop sessions small to maximize participant engagement. This means we keep our workshops capped at 30-50 participants per session. Anything above 30 participants will have a co-facilitator to make breakouts more useful for everyone. Have a large company? No worries — we can do multiple sessions on the same topic to ensure everyone gets to participate.

3. Do you offer in-person, virtual and hybrid facilitation options?

Yes! All three! We have been facilitating engaging virtual sessions for over 2-years now and have fine tuned our pedagogy overtime to ensure its the real-deal. We also love meeting our clients in-person for engagements with proper COVID-19 protocols in place.

4. What tools will participants receive to help them engage in the learning?

All workshop participants will receive a Participant Guide which is a dedicated guided notes document which will include instructions on all breakout activities, areas for reflection and action planning/next steps. Additionally participants will receive access to the slide deck after the workshop which includes all the content, additional resources and source material. Finally, Swarm includes pre and post workshop surveys to hear your feedback to constantly improve our process.

5. How do you account for meeting participants where they are with regards to learning style. content knowledge, etc?

What sets Swarm apart from so many other DEI firms is our ability to design and scaffold content to meet learners where they are at. How, and why you ask? We bring our academic background in teacher education to this work which means we have been designing lessons for students (adult and youth alike) at all levels for more than 5-years. Our pre-workshop surveys also help us learn where people are at with their content knowledge, needs and questions before we even design a workshop so we ensure to incorporate that information into the presentation!

6. What is the pricing of your workshops?

Swarm sets our rates commensurate with our experience, market value and expertise. Please reach out to us directly using our contact form for specific workshop and pricing inquiries. We offer bundle discounts of 10% off when you book 3 or more workshops, and we also offer a 10% Hometown-HQ discount for companies and organizations with major offices/headquarters in the Charlotte Metro area. Our pricing is also all-inclusive, meaning it includes content research & development time, facilitation time, 4-hours of pre-session planning/meeting time, a post session debrief and all materials + resources.