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Allyship & Racial Equity

NTIRE offers implicit bias awareness and mitigation trainings via 1) in-person sessions, 2) live webinars, and 3) self-paced online curriculum (in process). 

Format / Audience 

  • In-person 1.5 - 5 hours; audience size is flexible​

  • Live Webinar: 1.5 - 3 hours; up to 1000 participants per session​

  • Online Learning Management System (coming soon)


For training quotes, please send an email to or call ‭(929) 352-5880


Allies are people who themselves are not targets of bias but who are motivated to combat social injustice actively and to support stigmatized targets, which includes confronting prejudice when it occurs (Brown & Ostrove, 2013; Ashburn-Nardo, 2018). Allies can be slightly to highly effective in confronting bias in partnership with, or on behalf of, the target of bias. Allyship, in the racial equity space, occurs in various forms and can be provided by individuals within the target’s group as well as out-group members. Further, organizations can serve as allies by leveraging their social and financial resources. NTIRE’s Allyship and Racial Equity training occurs across two sessions: Individual Allyship (AL 101) and Organizational Allyship (AL 201). These trainings are delivered via live webinars and in-person.



AL 101 places emphasis on the individual. It addresses the following topics:  

  • Allyship defined

  • Ingroup allyship: support from individuals within one’s racial/ethnic group

  • Minority allyship: support from individuals from other racial/ethnic minority groups

  • Majority allyship: support form individuals from the majority group (e.g., White Americans in the U.S.)

  • Characteristics of an effective ally

  • Factors that increase or decrease the likelihood of allies confronting bias

  • Techniques for ally confrontation of bias


ORGANIZATIONAL ALLYSHIP (AL 201) AL 201 places emphasis on the organization. It will cover the following:

  • Embedding racial equity into organizational mission, vision, and/or values

  • Holding vendors and partners accountable

  • Public stances on racial inequity

  • Creating support systems for minority employees

  • Supporting and partnering with external racial equity entities

  • Allyship among co-workers, middle management, senior leaders, and board members


It is strongly recommended that participants take AL 101 prior to AL 201. AL 201 will refer to definitions, research, and other content from AL 101.

Both Trainings Include:  

  • Innovative, engaging, humorous, and motivational delivery of content

  • Highly interactive and introspective exercises

  • The use of compelling videos, images, and other media

  • An overview of national, industry-specific data disaggregated by race and gender

  • A discussion of allyship from the target’s perspective

  • Anonymous audience polling and display of results in real-time. Responses are used as a basis for discussing sensitive topics and to allow participants to see how their attitudes or experiences compare to others. These results are saved as graphs and provided to the organizers.


Format / Audience 

  • In-person 1.5 - 5 hours; audience size is flexible​

  • Live Webinar: 1.5 - 3 hours; up to 1000 participants per session​

  • Online Learning Management System (Fall 2023)


Recommended Audiences:  

  • Allyship and racial equity training is strongly recommended for law enforcement, education, judiciary, corporate, non-profits, philanthropy, community, city/county government, and healthcare organizations as well as other entities in which implicit bias has been shown to significant impact important life outcomes for large groups of citizens.

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