Belonging by Design – How Training Builds Respect Across Teams

Jun 18 / MYCA Learning
Designing for Inclusivity: Principles of Accessible Course Creation

Designing for Inclusivity: Principles of Accessible Course Creation

It was the first time I felt seen at work.” 

That’s how one employee described the impact of a recent inclusion training delivered through a citywide initiative. The training wasn’t flashy. It didn’t include celebrity speakers or over-produced videos. But it was intentional, relatable, and, most importantly, grounded in real workplace dynamics. 

At MYCA, we design training to do more than check a compliance box. We help build belonging by design, through experiences that shift how people think, listen, and lead. 

Here’s how thoughtful training can reshape team culture and build respectful, high-performing workplaces. 

 

Training Sets the Tone for Respect 

Whether you’re onboarding a new employee or realigning a long-tenured team, training is one of the few times everyone pauses to focus on shared values. 

When done well, inclusion training: 
  • Builds awareness of unconscious bias and exclusionary behaviors 
  • Models inclusive communication strategies 
  • Encourages empathy and cultural humility 
  • Reinforces your organization’s values and code of conduct 

But here’s the key: it must be designed with care, not copied from a generic template. 

 

eLearning + Live Facilitation: Better Together 

We’ve seen the best results when training combines self-paced eLearning and live facilitation. 

eLearning: 

  • Provides foundational knowledge (bias, microaggressions, protected categories, etc.) 
  • Ensures accessibility across locations, shifts, and learning preferences 
  • Allows learners to pause, reflect, and rewatch challenging concepts 

Live Facilitation: 

  • Creates space for open dialogue and questions 
  • Builds trust across teams through shared discussion 
  • Reinforces learning through real-world scenarios and roleplay 

Together, these formats help learners not only know what respect looks like, but practice it. 

 

Real Examples, Real Impact 

In one city government we worked with, an anti-harassment and inclusion program was rolled out to thousands of municipal employees. What made it successful? 

  • Courses were tailored to the context of frontline departments (public safety, parks, admin, etc.) 
  • Facilitated workshops helped supervisors model respectful leadership 
  • Role-based scenarios reflected real challenges, not theoretical ones 

Result: improved employee engagement scores, fewer EEO complaints, and higher retention in key departments. 

In the corporate sector, one energy company implemented a blended inclusion program that included: 

  • Self-paced foundational modules 
  • Team-based follow-up discussion guides 
  • Monthly microlearning refreshers 

 

Why Belonging Matters 

Belonging isn’t a buzzword, it’s a proven driver of engagement and retention. 

When employees feel seen, heard, and safe: 

  • They’re more likely to contribute ideas 
  • They stay longer 
  • They trust leadership and peers 
  • They bring their full selves to work 

    And that translates into stronger teams, better performance, and less burnout. 

     

    Training That Works 

    To build belonging, your training should be: 

    • Relatable – using real workplace situations, not legal jargon 
    • Interactive – offering opportunities for discussion and reflection 
    • Ongoing – reinforced over time, not a once-a-year event 
    • Inclusive by design – accessible to all, 508-compliant, and culturally responsive 


     Ready to Build Respect into Your Culture? 

    At MYCA, we design inclusion training programs that drive behavior change and strengthen teams—from city staff to corporate leadership.

    Belonging by Design – How Training Builds Respect Across Teams

    Jun 18 / MYCA Learning
    Designing for Inclusivity: Principles of Accessible Course Creation

    Designing for Inclusivity: Principles of Accessible Course Creation


    “We did the training. But nothing changed.” 

    That was the feedback one department head shared with us during a recent discovery meeting. Their organization had rolled out a required DEI course to all staff. Everyone completed it. The boxes were checked. But weeks later, in team meetings, the same dynamics persisted: a few voices dominated. Junior staff stayed silent. One employee quietly confided that they still didn’t feel like they belonged. 

    That moment captured a truth we’ve seen time and again: Inclusion isn’t something you mandate. It’s something you model. 

    At MYCA, we work with organizations to move past performative efforts and toward meaningful cultural shifts. Here’s how you can embed inclusion into the daily rhythm of your workplaceand build a culture where everyone can thrive. 

     

    Inclusion Starts on Day One 

    The first days on the job are a critical moment to signal belonging. That’s why inclusive practices should begin with onboarding. 

    Examples include: 

    • A welcome video featuring diverse team voices 
    • Accessibility-friendly training materials 
    • Assigning new hires a peer buddy 
    • Sharing clear expectations for respectful communication 

    These aren’t just nice touches, they communicate that your organization values each individual, right from the start. 

     

    Inclusive Leadership Is Everyday Leadership 

    Leaders set the tone for team culture more than any policy can. Inclusion becomes real when it’s demonstrated daily in leadership actions. 

    Inclusive leaders: 

    • Ask for and value different perspectives 
    • Create space in meetings for quieter or newer team members 
    • Address exclusionary behavior constructively 
    • Normalize flexibility and support individual needs 

    This approach builds trust and loyalty and it strengthens teams. 

     

    Make Meetings More Inclusive 

    Meetings are where workplace culture plays out in real time. Here are a few ways to make them more inclusive: 

    • Rotate who leads or facilitates 
    • Send agendas in advance and check for understanding 
    • Use icebreakers or check-ins that invite all voices 
    • Avoid “default to in-person” bias in hybrid settings 

    These changes are small but powerful. They help shift team culture from performative to participatory. 

     

    Avoiding Checkbox Training 

    Online modules and workshops are important but they’re only the beginning. When training is treated as the end goal, it loses impact. 

    To move beyond compliance: 

    • Tie training topics to your real-world challenges and goals 
    • Reinforce lessons in team huddles, 1:1s, and leadership coaching 
    • Gather feedback and adjust course as your culture evolves 

     

    Remember: training builds awareness, but culture shapes behavior. 

     

    Building Culture, One Habit at a Time 

    The real measure of inclusion isn’t in a slide deck, it’s in how people feel when they show up to work each day. When employees see inclusion in action through leadership, systems, and everyday behaviors, it creates trust, retention, and engagement that no mandate can replicate. 

    Want to embed inclusive practices into your workplace culture? 

    Let’s talk. MYCA specializes in custom training and leadership development that turns values into action.
    info@mycalearning.com
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