Multicultural Workshop Planning

Steps to follow by a trainer to handle diverse audience 1. Know Your Audience Gather detailed information about your participants’ backgrounds, cultures, learning preferences, and expectations before the session. This can be done via pre-session surveys, questionnaires, or informal discussions. Understanding their needs helps tailor the content and delivery style appropriately. 2. Adapt Your Content and Methods Customize your training materials to be relevant and relatable to the diverse group. Use examples, case studies, and scenarios that reflect the participants’ varied experiences and cultural contexts. Incorporate multiple teaching methods such as lectures, interactive activities, group discussions, and multimedia to cater to different learning styles (visual, auditory, kinesthetic) Provide materials in various formats (written, visual, audio) to enhance accessibility and comprehension. 3. Set a Tone of Inclusivity Begin the session by establishing an environment of respect, openness, and mutual learning.Use icebreakers that encourage participants to share about their cultural or personal backgrounds, fostering a sense of belonging and appreciation for diversity. 4. Communicate Clearly and Inclusively Use simple, clear language and avoid idiomatic expressions that might confuse non-native speakers. Be mindful of your tone and word choices to avoid unconscious bias or alienation. Use body language, voice inflections, and visual aids to reinforce understanding and inclusion. 5. Build Concrete, Actionable Skills Focus on developing practical pro-diversity skills such as advocacy, inclusive language, allyship, and self-reflection on unconscious biases. Encourage participants to set personal diversity-related goals to foster commitment and behavioral change. 6. Engage Your Audience Actively Incorporate interactive elements like Q&A sessions, group exercises, and discussions that allow participants to share their perspectives and learn from each other. Listen actively and respond to participant feedback to show that their voices are valued. 7. Evaluate and Reflect Assess the effectiveness of your training through feedback and evaluations. Reflect on what worked well and what could be improved for future sessions to better meet the needs of diverse learners. By following these steps, trainers can create a learning environment that respects and leverages diversity, making the training more effective and impactful for all participants.

I’ve had a few inquiries about respectful invitations to Nations for speaking roles; here’s a basic guide to get the conversation started. If you’re planning a conference and want to meaningfully include the local Indigenous community through storytelling, history, and lived experience, start with humility and clear intent. The note below captures a thoughtful approach: being upfront about being non-Native, naming the wish to honor stories (not tokenize), and asking about honorariums and appropriate gifts. Here’s how to turn that intent into respectful action. Before outreach: - Learn whose homelands you’re on and how the Nation(s) prefer to be contacted (Cultural Affairs office, Communications, or a designated protocol lead). - Budget for proper compensation, travel, per diems, accessibility needs, and time for ceremony or preparation. - Prepare to hear “no” and to accept it without pressure. First contact (what to include): - Acknowledge place and Nation(s); share who you are and why you’re reaching out. - State clearly: you’re inviting, not expecting; participation is optional; guidance on protocol is welcome. - Offer an honorarium up front, and ask for the Nation’s guidance on appropriate amounts, process, and payment timelines. - Ask about cultural protocols (open/close with prayer, smudging, drumming, language, photography/recording rules). Honorariums & gifting: - Offer a professional honorarium for speakers, Elders, and Knowledge Keepers; cover travel, lodging, and per diem separately. - Ask first about gifts. Tobacco, blankets, or local items may be appropriate in some Nations and not in others; follow their lead. - Pay promptly, using the Nation’s preferred process. Program design: - Co-create session goals, titles, and descriptions; review bios and images with speakers before publication. - Avoid token slots. If there’s only room for one voice, reconsider the program so the invitation isn’t symbolic. - Build in time for Q&A led by the speaker’s comfort, not the agenda’s convenience. Consent, care, and follow-through: - Confirm recording, photography, and media use in writing; some stories are for the room only. - Provide cultural and logistical supports (quiet room, support person, translator/interpreter if requested). After the event: share outcomes, links, and photos approved by the speakers; ask how to improve next time; continue the relationship beyond the stage. Starter language you can adapt: “I’m non-Native and want to approach with respect. We are inviting and we will follow your protocols. We have budgeted an honorarium and full travel support. If gifts are appropriate in your Nation, we’ll follow your guidance. Please advise on the best contact, protocols, and whether this invitation is welcome at this time.” Respectful invitations center sovereignty, consent, and fair compensation. When you lead with humility and follow the Nation’s protocols, you create space for stories to be shared on community terms.

I recently ran an online workshop for a New Zealand organisation that deploys staff internationally. The feedback was overwhelming, in the best way. Not only did participants engage deeply during the session, but many also reached out afterward to share how much it impacted them personally and professionally. Over time, I’ve refined my approach to workshops. I’ve moved towards creating an experience that can resonate with everyone in the workshop. Here’s what I’ve learned and what you might consider applying to your own work: 🔹 Know your audience - Before every interaction, research the organisation’s culture, needs, and expectations. Tailoring your delivery starts with understanding who you're speaking to. 🔹 Invite curiosity – I begin by saying, “Don’t believe a word I say.” Most laugh, yet it’s not a joke; it is an invitation to question, explore, and engage. Try opening with something that sparks curiosity. 🔹 Create psychological safety - Make everyone feel welcome, regardless of background or experience. When people feel safe, they participate more fully. 🔹 Draw in the quiet voices - Encourage those who hesitate to speak. Often, their insights are the most profound and will stop the room with their deep thoughts. 🔹 Be responsive, not rigid - I read the room and adjust breaks based on energy levels, not timing. Flexibility shows you’re present and attuned. 🔹 Share tools that work - Introduce simple and effective techniques that bring immediate change. People value what they can use right away. 🔹 Tell real stories - Anecdotes from your own life, particularly those that show vulnerability, build trust and connection. 🔹 Use humour wisely - Appropriate humour lightens the mood and makes learning enjoyable therefore more effective. 🔹 Respect cultural nuances - Adapt your delivery to suit the group’s culture. One size never fits all. 🔹 Facilitate connection - Give people time to talk with you and with each other. That’s where transformation happens. 🔹 End with impact - I wrap up with five key takeaways, a calming breathing technique, and two powerful quotes. Leave them with something to carry forward. If you run workshops, lead teams, or present in any capacity, consider which of these techniques might work for you. Because when we connect deeply, we have the opportunity to change lives. Let’s talk!

Yoga as a Language Beyond Words: Teaching a Korean–Japanese Community Today, I had the privilege of guiding a yoga class for a Korean and Japanese community where I live. Twenty women walked into the room—some friends, some strangers, all carrying a shared intention: to practice traditional yoga, and to connect with people from their own culture while living far from home. I was also joined by a fellow teacher, who supported with hands-on adjustments and translation whenever needed. Together, we held space where everyone could feel safe, seen, and included. Connection doesn’t need perfect language - it needs sincerity, presence, and, sometimes, a kind co-teacher who can help bridge the gaps. A Few Tips If You’re Designing Cross-Cultural Classes (or Workshops) Whether you’re a yoga teacher, facilitator, coach, or manager of global teams, these principles can help: 1. Research before you teach Learn a little about your participants’ cultural values, norms around touch, modesty, and communication styles. If possible, partner with someone from that community (like I did) to support with language and nuance. 2. Use simple, inclusive language Short sentences. Fewer metaphors. More demonstration. Allow a co-facilitator to translate key cues or check in with participants. 3. Create a ritual that belongs to the group A shared opening breath, a bow, a phrase, or a grounding gesture you repeat each week. Rituals give a sense of continuity and belonging—especially for communities living away from home. 4. Invite, don’t impose Offer options instead of commands: “If it feels comfortable, you can…” This respects different bodies, histories, and comfort levels. 5. Share one small tool they can use at home: a 3-breath reset, a simple stretch, or a short evening wind-down. If you work or teach in multicultural spaces, I hope this inspires you to design experiences that don’t just “deliver content,” but build connection—quietly, gently, breath by breath. 🌿🧘🏻♀️

Here are the 4 most important aspects to ensure effective training delivery across diverse cultural backgrounds: Welcome to the conversation 1. Cultural Sensitivity and Adaptation Recognize that trainees come from different cultural backgrounds with varying learning styles, communication preferences, and attitudes toward authority. Adapt your training approach to be inclusive - use examples and scenarios that resonate across cultures, be mindful of non-verbal communication differences, and create an environment where all participants feel respected and valued regardless of their background. 2. Multi-Modal Learning Approach Combine theoretical knowledge with hands-on practical application effectively. Some learners are visual, others kinesthetic, and some prefer auditory instruction. In driver/operator training, this means balancing classroom theory with actual vehicle operation, using visual aids, demonstrations, and allowing for different paces of learning. Ensure safety protocols are thoroughly understood both conceptually and practically. 3. Clear Communication and Language Considerations Use simple, clear language and avoid jargon or idioms that may not translate well across cultures. Provide materials in multiple languages when possible, use visual demonstrations, and encourage questions. Check for understanding frequently through practical demonstrations rather than just verbal confirmation, as some cultures may hesitate to admit confusion. 4. Respectful Challenge of Limiting Beliefs Address safety-related beliefs or practices that may conflict with proper procedures in a respectful, non-confrontational manner. Focus on the "why" behind safety rules and regulations, connecting them to universal values like protecting oneself and others. Use peer examples and gradual exposure to help trainees overcome any cultural barriers to adopting new practices. These approaches ensure that both theoretical knowledge and practical skills are effectively transferred while respecting cultural diversity and achieving training objectives. Kind Regards Owuor Otet

Inclusivity at events — it’s so important. Let’s talk about it! 🤗 This list isn’t comprehensive, but it’s a start. Keep these six things in mind: 1. Accessibility: Ensure the venue is accessible to people with disabilities. Does it have great ramps, elevators, and accessible restrooms? And for your sessions, are you offering captions, transcripts, or sign language interpreters? 2. Diverse representation: Choose speakers, panelists, and moderators who look like the general population. You should have all sorts of genders, races, ethnicities, and backgrounds represented. 3. Inclusive language & signage: Prioritize inclusive language in all of your communications, and consider offering pronoun badges for attendees. Also, be sure your signage is easy to read and includes multiple languages if necessary. 4. Dietary considerations: Provide a variety of food options to cater to different dietary needs and preferences, including vegan, vegetarian, gluten-free, halal, and kosher options. Also, be sure to clearly label all food with allergen information. And don't forget the mocktails. 5. Cultural sensitivity: Be mindful of religious and cultural holidays when scheduling events, and respect cultural practices and customs, such as prayer times and attire. 6. Inclusive spatial planning: Designate a specific Mother’s Room, Prayer Room, and Meditation Room to let attendees step away and attend to their personal needs.

📍 𝗝𝘂𝘀𝘁 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝘆𝗼𝘂𝗿 𝘀𝗹𝗶𝗱𝗲𝘀 𝗮𝗿𝗲 𝗶𝗻 𝗘𝗻𝗴𝗹𝗶𝘀𝗵 𝗱𝗼𝗲𝘀𝗻’𝘁 𝗺𝗲𝗮𝗻 𝘆𝗼𝘂𝗿 𝘄𝗼𝗿𝗸𝘀𝗵𝗼𝗽 𝘄𝗶𝗹𝗹 𝗹𝗮𝗻𝗱 This week, I’ve been facilitating leadership workshops here in Jakarta — and let me tell you: 𝘁𝗲𝗮𝗰𝗵𝗶𝗻𝗴 𝗮𝗰𝗿𝗼𝘀𝘀 𝗰𝘂𝗹𝘁𝘂𝗿𝗲𝘀 𝗶𝘀 𝗮 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘀𝗸𝗶𝗹𝗹 𝗼𝗳 𝗶𝘁𝘀 𝗼𝘄𝗻. Here are  𝟯 𝗹𝗲𝘀𝘀𝗼𝗻𝘀 I live by when conducting 𝗰𝗿𝗼𝘀𝘀-𝗰𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘀𝗲𝘀𝘀𝗶𝗼𝗻𝘀: 𝟭. 𝗗𝗼 𝘆𝗼𝘂𝗿 𝗵𝗼𝗺𝗲𝘄𝗼𝗿𝗸. 🔍  Culture shapes how people engage. In Indonesia, humility and harmony are key — so I don’t come in guns blazing. I slow down, invite input, and create space for trust. 𝟮. 𝗟𝗼𝗰𝗮𝗹𝗶𝘇𝗲 𝗱𝗼𝗻’𝘁 𝗷𝘂𝘀𝘁 𝘁𝗿𝗮𝗻𝘀𝗹𝗮𝘁𝗲. 🌏  Global content + local context = true connection. I swap generic examples for ones they actually relate to — from local brands to familiar workplace scenarios. 𝟯. 𝗥𝗲𝘀𝗽𝗲𝗰𝘁 𝘁𝗵𝗲 𝘀𝗶𝗹𝗲𝗻𝗰𝗲. 🤫  Silence doesn’t mean they’re bored — it means they’re thinking. Don’t kill the moment with filler. Let the learning breathe. Bonus tip: Co-facilitate with someone local. They bridge more gaps than you realize. Wherever you teach — Manila, Jakarta, Mumbai — your message matters more when you tune into how people receive it. Have you ever facilitated in another culture? Drop your top tip below ⬇️ #LeadershipDevelopment #CrossCulturalTraining #WorkshopFacilitation #LearningDesign #TrainTheTrainer #Jakarta #BorisJoaquin #BreakthroughLeadership #GlobeTrotterTrainer

I’m tired of seeing American events built like a one-size fits all hat that never really fits. Let’s get real: the U.S. is on of the most culturally and linguistically diverse countries in the world. And yet, so many corporate events act like everyone in the room comes from the same household. My background, palate, lived experiences and expectations should not be excluded from your event. I’m not just saying this ↳There are over 350 languages spoken in U.S. homes ↳Houston ranks among the very top city for racial and ethnic diversity ↳NYC, Los Angeles, Chicago, Phoenix, San Antonio all hosts populations from multiple continents with dozens of cultural communities Last week I was at a retreat in Peru that absolutely nailed how culture deepens event experiences. ↳Cultural breakout sessions embedded local voices, artist perspectives and traditions ↳Entertainment came from local performers, not imported talent ↳Speakers adopted local design motifs in their slides, menus had not a single continental breakfast in sight Our event attendees are not a cultural monolith and they don’t deserve a “this is how we always do it” experience. Lets Stop: - Diminishing belonging - Wasting impact with copy cat event styles - Removing culture which builds trust, emotional connection and meaning To my CEOs, Marketing Teams, Comms and Event Leads….. Here’s how you do better with your next event: ↳Start by mapping the cultures in the city your event is hosted in and know who lives there. ↳Make local culture (food, visuals, design, entertainment) part of the design element – not an add-on. ↳Empower local voices and let them shape part of your event. Culture isn’t about division. It is how we deconstruct invisible walls and see how unique differences are sources of strength. The next time you plan an event, ask yourself – did we invite everyone in or did we push them out before registration started?

I just spoke with the MD of a small agency who’s serious about inclusion. But she had 3 issues I’ve seen too many times before. It all sounded promising. She had a plan. She had a partner. She had good intentions. Here’s what I told her and what I tell every small team trying to make progress: --- 1) Don’t adopt someone else’s inclusion agenda. The workshop plan? Came from the partner company. On paper, it looked like a win-win. Split the cost. Share the learning. But here’s the problem: If your priorities are inherited. It's someone else's Diversity Hierarchy. You’ll solve their problems. Not yours. Their team would get what they need. But hers? I wasn't convinced. I suggested she didn't do it. Instead. Start by asking: - What does your team need? - What’s happening in your workplace? - What problem are you trying to solve? It's not selfish. It’s sensible. --- 2) Skip unconscious bias training (until you’ve got the tools to track your results) She wanted to start with unconscious bias. It’s familiar. It sounds foundational. But I told her the truth: I’m not a fan. I say this a lot. Most unconscious bias training fails. Not because people don’t care. But because no one tracks what changes. - No follow-up - No reinforcement - No accountability I often get hired AFTER it’s failed. So I told her: Start with an outcome you’re willing to measure. Bias might be part of it. But don’t assume it’s the first step. --- 3) Don’t waste a workshop Lots of "DEI" workshops are engaging. Very few are effective. People show up. They nod along. They leave with good intentions. Then nothing changes. A workshop should reinforce your strategy. Not replace one. Before you book a session with anyone, ask yourself: - What outcome do we want? - What behaviour needs to change? - How will we know it worked? Without clear answers, you’re just paying for a performance. --- If you're a small team serious about inclusion, start here: - Own your agenda - Define your terms - Don’t jump to training That’s how high-impact inclusion work starts. Even with a team of 8. If you want help doing the same, drop me a message. I’ll show you where to start. I've got tools that will answer these questions for you.