Building a truly inclusive workplace isn’t a “nice to have” anymore—it’s a competitive advantage. High-performing teams thrive on diverse perspectives, psychological safety, and equitable systems. The right training partner helps you move beyond check-the-box workshops toward measurable, behavior-level change. Below you’ll find ten standout diversity, equity, and inclusion (DEI) training providers for 2025. Each profile explains what they do, how they deliver, and where they shine so you can choose the best fit for your organization.
1) Korn Ferry (DEI & Inclusive Leadership)
Korn Ferry’s DEI practice integrates inclusion into talent strategy—from hiring to leadership pipelines and performance systems. Rather than treating DEI as a side program, they embed inclusive behaviors into competency models, leadership frameworks, and manager expectations. Their facilitators are seasoned enterprise advisors who understand how to move large, complex organizations.
Programs span inclusive leadership, mitigating bias in decision-making, allyship, and equitable talent processes. Delivery blends live workshops, leader labs, digital micro-learning, and analytics to track progress over time. If you’re seeking a partner that ties DEI outcomes to succession, engagement, and business performance, Korn Ferry is one of the most comprehensive options.
2) FranklinCovey (Inclusion, Trust & Everyday Behaviors)
FranklinCovey focuses on practical, repeatable behaviors that scale. Its inclusion content sits alongside proven libraries on trust, feedback, and execution, which means inclusion isn’t taught in isolation—it’s connected to daily team habits. This is especially effective for organizations that want every employee, not just HR, to own inclusive actions.
Expect facilitator-led workshops, on-demand courses, and toolkits that managers can use immediately in 1:1s and team meetings. The content is straightforward, scenario-based, and designed for adoption at scale. If your priority is building a shared language of inclusion across thousands of people, FranklinCovey’s modular system and simple “do-this-tomorrow” playbooks are a strong fit.
3) The Winters Group (Cultural Competence & Racial Equity)
The Winters Group brings depth on cultural competence and equity—especially in conversations about race, identity, and power. Their facilitators create psychologically safe spaces for honest dialogue while keeping sessions grounded in business realities. Leaders learn how to recognize systemic barriers and sponsor change, not just endorse it.
Offerings include equity assessments, anti-racism curricula, inclusive leadership programs, and consultations to align policies and culture. The tone is courageous and empathetic, pushing participants toward accountability. Organizations seeking transformative experiences—beyond awareness and into equity-centered action—will value The Winters Group’s expertise.
4) Traliant (Compliance-Grade, Engaging eLearning)
Traliant specializes in bite-size eLearning with a compliance backbone. Their diversity and inclusion courses use short, interactive episodes—think streaming-style lessons rather than long, static modules. The content is updated regularly and designed to meet legal and policy requirements across multiple jurisdictions.
Because the modules are concise and mobile-friendly, organizations can roll them out company-wide and reach frontline employees easily. Admin tools make it simple to assign courses, track completion, and generate reports for audits. If your priority is consistent, engaging training at scale with clear record-keeping, Traliant is purpose-built.
5) MindGym (Behavioral Change at Scale)
MindGym applies behavioral science to prompt mindset shifts and micro-actions that add up. Sessions are highly interactive and often delivered as “workouts” that keep energy high and learning sticky. Topics cover inclusive leadership, giving and receiving feedback, inclusive meetings, and everyday allyship.
MindGym stands out for crafting nudges and follow-ups that reinforce new habits over time. They also tailor content by role—leaders, managers, and individual contributors—so each group gets relevant, practical tools. For companies seeking large-scale behavior change that’s memorable and measurable, MindGym delivers.
6) NeuroLeadership Institute (Growth Mindset & Belonging)
The NeuroLeadership Institute translates neuroscience into workplace practices. Its inclusion programs connect brain science to bias, threat/safety responses, habit formation, and the conditions for belonging. Participants leave understanding not just what to do but why certain behaviors create inclusive climates.
Programs mix leader briefings, workshops, digital sustainment, and habit-building tools. NLI’s focus on growth mindset and psychological safety resonates with organizations that want a common, evidence-based language for culture. If your executive team is data-oriented and wants research-grounded training that scales globally, NLI is a compelling option.
7) Aperian Global (Cross-Cultural Agility & Global Teams)
Aperian Global helps multinational teams collaborate across cultures. Their GlobeSmart platform and workshops develop cultural agility, inclusive communication, and effective collaboration across time zones and norms. This focus is invaluable for companies with distributed operations, global clients, or frequent cross-border projects.
In addition to training, Aperian provides practical tools for preparing teams before international launches, customer engagements, and M&A integrations. If your DEI challenges involve culture, language, and geography as much as identity, Aperian brings specialized, globally relevant expertise.
8) Cook Ross (Bias Interruption & Systems Change)
Cook Ross is a pioneer in unconscious bias work and continues to evolve its content to focus on real behavior change. Trainings help leaders diagnose where bias shows up in interviews, performance reviews, project staffing, and everyday interactions—then implement practical “bias interrupters” that re-shape decisions.
The company’s methodology emphasizes systems: policies, processes, and rituals that sustain inclusion long after a workshop ends. Programs are delivered live or virtually and often paired with coaching and advisory support. If you want to turn bias awareness into structural improvements, Cook Ross offers proven, field-tested frameworks.
9) ReadySet (Modern, Inclusive Practices for Tech & High-Growth Firms)
ReadySet’s sweet spot is fast-moving organizations that need DEI strategies and training built for growth. Their facilitators have hands-on experience inside tech, startups, and venture-backed companies, so the content feels current and practical. Sessions emphasize inclusive communication, equitable feedback, and decision-making at speed.
Alongside training, ReadySet helps teams design inclusive hiring loops, compensation frameworks, and promotion processes. They’re adept at working with small HR teams that wear many hats, providing templates and toolkits that can be implemented quickly. If you need an agile partner who gets product roadmaps, sprints, and hypergrowth dynamics, ReadySet is a strong match.
10) Paradigm (Data-Driven DEI Programs)
Paradigm is known for marrying behavioral science with analytics. They start by diagnosing barriers—representation gaps, promotion frictions, or culture risks—and then customize training that targets those friction points. Workshops are research-backed and highly interactive, helping participants practice inclusive decision-making in realistic scenarios.
Their approach extends beyond one-off sessions. Paradigm helps clients build measurable roadmaps, equips managers with nudges and tools, and tracks impact with dashboards. If you want evidence-based training that’s tightly aligned to your data and ambitious DEI goals, Paradigm is built for that level of rigor.
How to Choose the Right DEI Training Partner
- Start with your outcomes. Decide whether your primary goal is awareness, behavior change, or systems redesign. If you need leadership modeling and talent process alignment, look for firms that integrate DEI into performance, succession, and hiring. If your need is scale and compliance, prioritize modern eLearning with strong admin reporting.
- Match content to your context. Tech startups, manufacturing plants, hospitals, and financial services firms experience inclusion challenges differently. Choose facilitators who understand your environment—shift work, global teams, billable hours, regulated industries—and can tailor scenarios your people recognize.
- Insist on sustainment. Great workshops inspire, but habits stick with reinforcement. Favor providers that include nudges, micro-learning, manager toolkits, and measurement plans. Ask how they’ll help you maintain momentum six and twelve months later.
- Measure what matters. Training should connect to behaviors and business outcomes: inclusive feedback rituals, bias-resistant hiring steps, improved belonging scores, higher retention for underrepresented groups, and fair promotion rates. Ask providers how they will baseline and track progress.
Implementation Tips for Lasting Impact
1) Prepare leaders first. A short leader session—aligning on purpose, modeling vulnerability, and clarifying expectations—primes the organization for success. When leaders go first, everyone else follows.
2) Build in practice. Role-plays, peer coaching, and “see-say-do” exercises are essential. Participants should leave having tried new behaviors, not just talked about them.
3) Make it local. Give managers turn-key agendas: inclusive 1:1 templates, meeting norms, and hiring debrief checklists. Make the inclusive choice the easy choice.
4) Communicate clearly. Share the “why” early and often. Tie inclusion to customer outcomes, innovation, and risk management—not just values.
5) Close the loop with data. Track completion, pulse survey signals (belonging, psychological safety), representation and promotion patterns, and retention metrics. Share results transparently and celebrate wins.
Quick Comparison Guide
- Enterprise integration & leadership systems: Korn Ferry
- Simple, scalable behavior playbooks: FranklinCovey
- Data-backed, customized roadmaps: Paradigm
- Deep equity and race-centered dialogue: The Winters Group
- Bias interrupters in processes: Cook Ross
- High-growth & tech-savvy execution: ReadySet
- Compliance-ready eLearning at scale: Traliant
- Memorable micro-learning & nudges: MindGym
- Neuroscience-grounded sustainment: NeuroLeadership Institute
- Global, cross-cultural agility: Aperian Global
Final Word
Diversity training in 2025 is about durable behavior change and equitable systems, not one-time events. Whether you need enterprise integration, global cultural agility, or streaming-style micro-learning, the providers above offer mature, modern approaches that align inclusion with performance. Select the partner whose strengths match your context, invest in sustainment, and measure relentlessly—because inclusive cultures aren’t built by chance; they’re built by design.
