In alignment with the Sustainable Development Goals (SDGs), particularly Goal 10 which aims to reduce inequalities within and among countries, and the overarching principle of Leaving No One Behind (LNOB), the International Labour Organization (ILO) has championed non-discrimination and equal opportunities for over a century. Rooted in the Philadelphia Declaration (1944), these principles underscore the universal right of all individuals, regardless of race, creed, or sex, to pursue their well-being and spiritual growth in conditions of freedom, dignity, economic security, and equal opportunity. Across numerous international labour standards, the ILO advocates for non-discrimination and equality in employment, recognizing their critical role in fostering inclusive societies and sustainable development. As a result of globalization, the impact of Covid-19, and a number of social, political, and economic issues the world is facing today, the demand for diversity, equality, and inclusion has exploded in recent years. Inclusiveness and non-discrimination are clearly not only a priority for social cohesion and fundamental human rights, but also for economic sustainability. However, achieving these goals necessitates concerted efforts to manage and harness the diverse backgrounds, characteristics, and experiences of the workforce. As societies evolve, the call for diverse, equitable and inclusive workplaces grows louder, underscoring the need to eradicate discrimination in all its forms. Furthermore, managing diversity and inclusion in the workplace entails addressing potential biases and discrimination related to, among others, gender, national origin, race, religion, disability, and sexual orientation. This requires a nuanced understanding of intersectional discrimination, recognizing the complex interplay of various factors shaping individuals' experiences and opportunities. Different groups may have distinct needs and potentials, necessitating tailored approaches to leverage individual talents for organizational benefit. This training program is designed to address discrimination within public and private organizations by equipping their leaders to drive diversity and inclusion and embed them within the organizational culture. Participants will explore key ILO Conventions, such as C111, to analyze and take action against discrimination. The training aims to work at the individual, team, and organizational levels, offering comprehensive strategies to build inclusive organizations through policies and targeted measures that address discrimination from an intersectional perspective.