Dr. Caroline Power, Founder and CEOWhen a capable employee’s behaviour or language deteriorates workplace relationships with colleagues or clients, sensitivity training is part of the solution.
Sensitivity Training Canada, a leading provider of sensitivity training across Canada, is engaged by organizations seeking an outcome other than termination for an employee or professionally regulated registrant whose conduct has raised concern. Founded more than 15 years ago by Dr. Caroline Power, the company delivers sensitivity training with a non-punitive, non-judgmental approach.
“We don’t punish or judge people. We help employers retain valued talent, repair professional relationships and restore workplace stability when the stakes are highest,” Power explains.
Sensitivity Training Canada addresses language and conduct-based operational risk in Canadian workplaces. The company helps clients’ employees rethink how they approach their work and their interactions with others, building stronger relationship management and communication skills.
Another important segment that it serves is professional regulators, these are organizations with responsibility for ensuring registrants interact professionally with the public. When lapses occur within a professional regulator’s registrant population, Sensitivity Training Canada is often contacted to set up individual one-on-one remediation workshops or programs that are focused on correcting language and behaviour. If not remediated, the consequences for registrants may extend to a loss of professional standing and licensure.
Sensitivity Training Canada’s work facilitates behavioural introspection that supports accountability and enables retention of talent rather than removal. Sensitivity Training Canada reflects more than three decades of executive, academic, and governance experience. Dr. Power personally designs and oversees all curriculum, pedagogical standards, and facilitator requirements. The work is not general awareness programming, but a structured educational intervention designed to improve workplace language, behaviour, attitude, and outcomes.
What Sensitivity Training Is Not
How does sensitivity training differ from diversity, equity, and inclusion programs?
Sensitivity training is not diversity, equity, or inclusion training. It sits at the intersection of labour and employment law and Human Rights, focusing on self-regulation and introspection to drive positive attitudinal change. Participants develop awareness of verbal and non-verbal communication, tone, emotional intelligence, as well as the Prohibited Grounds under Human Rights, while strengthening self-regulation.
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We don’t punish or judge people. We help employers retain valued talent, repair professional relationships and restore workplace stability when the stakes are highest.
Power frames the methodology around a foundational principle. Every workplace interaction has two sides. While individuals cannot control other people or circumstances, they can control how they respond to what they are faced with at any given time. The methodology centres on closing the gap between intent and impact through deliberate self-regulation.
Of the firm’s more than 16 distinct service offerings, most address workplace behaviour and accountability, including bullying and harassment, anger management, anti-sexual harassment, leadership conduct, and workplace restoration for employees, managers, and executives. Only one program addresses cultural sensitivity, offered in both standard variety and a version for Indigenous relations.
Sensitivity Training Canada: Workplace Restoration Leader
Why are one-on-one sensitivity training interventions used for workplace conduct remediation?
This philosophy shapes Sensitivity Training Canada’s delivery model. Individual interventions are conducted one-on-one in a confidential, non-punitive setting led by highly trained facilitators, giving participants space to speak openly without fear of internal repercussions. Group sessions are also available, where Sensitivity Training Canada’s facilitators, being external to client organizations, reinforce workplace expectations and values in ways internal leaders are often not positioned to deliver directly.
For organizations, Sensitivity Training Canada provides customized workshops, seminars, and retreats delivered virtually or in-person, tailored to real workplace dynamics. Employers are consulted upfront to identify operational pressure points and key messages. Follow-on coaching is frequently incorporated to sustain behavioural change and prevent regression.
Outcomes in High-Stakes Environments
How does sensitivity training help restore workplace relationships and reduce conflict risk?
In public-sector policing, Sensitivity Training Canada helped constables shift communication styles from street enforcement to administrative settings, reducing complaints and improving internal interactions. In a large non-profit organization, parallel coaching of supervisors and staff helped address years of entrenched conflict by strengthening leadership as well as employee conduct. Over time, relationships were rebuilt and team stability restored.
Behavioural change is treated as a process, not a single intervention. Many organizations continue engagements over multiple years, recognizing that workplace stability requires sustained accountability and reinforcement. Rather than relying on slogans or surface-level compliance, the firm addresses behaviour at its source, helping organizations regain stability, retain talent, and reduce risk before conflict hardens into loss.
