The United States Forest Service’s International Programs (USFS-IP) division sought to enhance its Diversity, Equity, Inclusion, and Accessibility (DEIA) training program for global staff. The organization required a research-backed, actionable, and engaging training framework that would equip employees—who operate across different countries and cultures—with the knowledge and tools to implement equity-driven leadership practices. The challenge was ensuring that DEIA was not viewed as an isolated training requirement but as an integrated leadership approach applicable to real-world conservation and environmental program implementation.

A nine-session DEIA training course was designed and delivered, incorporating global perspectives, research-driven methodologies, and interactive learning formats to ensure engagement across a widely dispersed workforce. The training was structured to be accessible, practical, and aligned with USFS-IP’s mission, emphasizing how inclusion enhances both organizational effectiveness and environmental conservation outcomes.

• Conducted a full research and evaluation process to assess USFS-IP’s DEIA training needs and refine the existing curriculum.

• Designed and facilitated three program cohorts, including an accelerated version, to ensure accessibility for different staff roles and time commitments.

• Created interactive digital learning tools and materials on TalentLMS for asynchronous learning, allowing global staff to engage with course content in a flexible manner.

• Provided structured facilitation and coaching, ensuring that learning outcomes translated into actionable changes in leadership practices.

• Monitored and supported participant engagement on the learning platform, ensuring sustained engagement beyond live sessions.

• Facilitated monthly DEIA Braintrust Meeting with leadership team members to integrate DEIA sustainability across the organization.

• Increased staff awareness, engagement, and practical application of DEIA principles in their leadership and program implementation.

• Strengthened leadership accountability by embedding DEIA competencies into organizational policies and decision-making frameworks.

• Developed digital learning assets and resources that continue to support leadership teams beyond the training program.

• Feedback from participants showed that leaders felt more confident in applying DEIA practices to cross-cultural collaboration and conservation efforts.

• DEIA training must be contextualized to an organization’s mission to ensure it is seen as an essential leadership competency rather than an external requirement.

• Blended learning approaches, including live facilitation and asynchronous modules, enhance accessibility and engagement across a global workforce.

• Integrating DEIA into leadership coaching and decision-making processes ensures long-term adoption beyond a one-time training initiative.