30 Days to Diversity

Gary Brackett reveals his 5-step action-based framework to identify people’s unconscious bias and begin to change lifelong behavior patterns.


Engaging courses that are designed as interactive workshops to foster a learning behavior setting, with the ability to be conducted virtually.

Film studies—shorter single-topic videos—addressing the most relevant and helpful information for what businesses are facing today.

Resources including policies, samples and templates, user guides, and more to support your company as you implement the changes throughout the organization.

Community! We have a Facebook group, a support team here at our headquarters, and a growing global tribe to offeer tips, success stories, and feedback on how they overcome their own obstacles.


This specialized training program was designed by former Super Bowl champ, high-performance coach, and entrepreneur Gary Brackett to help you bring out the best in your own business’s diversity and inclusion initiatives.


30 Days to Diversity provides all of the necessary tools that your employees will need to achieve a higher level of support and understanding regarding diversity integration. With useful resources ranging from informative books to intensive virtual training, your staff will receive the skills and tools they need in order to bring your company’s teamwork and diversity to greater heights.

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In this Training Program, Gary reveals his breakthrough 5-step action-based framework to identify people’s unconscious bias and alter lifelong behavior patterns in 4 weeks. 

As a result, 30 Days to Diversity will make your business more inclusive, more engaging, and most importantly, more productive.


Part 1 | Unconscious Bias


  1. Recognize what unconscious bias is, where it comes from, and why we all have it.
  2. Identify how unconscious bias can affect individuals and organizations and what impact it can have, particularly in the workplace.
  3. Discuss strategies to be implemented in order to overcome unconscious bias, both as individuals and as part of the organization.

Part 2 | Inclusiveness in the WorkPlace


  1. Understand what inclusiveness is and why it is essential.
  2. Identify the activities that undermine inclusiveness (i.e why people are afraid to speak up).
  3. Reflect on what drives inclusiveness, so as to ensure that everyone feels comfortable speaking up in the future.
  4. Discover how managers can promote inclusiveness among their teams and best facilitate a healthy, comfortable working environment.

The Business Case for Diversity in the Workplace


  1. Build trust and create an environment where people feel free to express themselves.
  2. Begin actively combating bias and systems of oppression.
  3. Embrace a variety of styles and voices inside your organization. Use employee feedback to lead to innovation.
  4. Identify how related knowledge and diverse experiences can lead to more diverse thought.

Part 4 | Pursuit of Champion Transformation


  1. Learn how to attract, hire and retain a workforce that is representative of the community.
  2. Begin to “allow the dog to bark" on diversity and inclusion issues.
  3. Create process, programs, and services that create equity in your organization.
  4. Devleop brand ambassadors and ally groups to reinforce and carry on your work.



30 Days to Diversity is focused on real-life and real-world examples to illustrate concepts in the program. This is not a deep dive into history, although we can provide additional resources if need be. Rather, we believe that taking positive action is what changes us for the better (both individually as well as within our organization). We are confident that moving from theories and ideas to actionable items that are practiced and implemented, we al-low participants the ability to not only become aware of problems, but to experience real solutions in building a stronger culture, and a better overall organization.


In college, one of my favorite sayings was what you don’t know is in the next row. Stories and practical experiences are what participants learn from most, so we use interactive activities to allow opportunities to learn from one another. The practical applica-tions and group work will prove to be incredibly beneficial in creating real change.


Selling past the close is all too often what occurs in diversity training. What we mean by that is, most people acknowledge there is an issue, and accordingly we have no desire to waste your time discussing what you already know. We move quickly through the identification of problems and issues so that the majority of your time can be spent on finding SOLUTIONS that develop healthier, stronger cultures within organizations.