60 Association of Research Libraries Research Library Issues 301 — 2020 Conceptual Areas • “CCE D&I Strategy—linked to Leadership framework / corporate values” • “Unconscious Bias / Micro Inequities” [Please note microinequities and microaggressions overlap but are not equivalent terms.] • “Inclusive Leadership” • “Being Gender Bilingual” [Gender-multilingual would be more inclusive.] Participant feedback from the 30 sessions held in 2014 showed that 94% of participants felt they could “promote Diversity and Inclusion,” compared to a pre-survey where 74% indicated they could not. The success of this work led to a similar GDP session for the European D&I Council and 10 additional sessions for Coca-Cola Enterprises in 2015. Of particular note, one of the participants included the following comment in their feedback, “The learning style is very participative and is centred upon learning through not only sharing group experiences but also practically applying the insight models introduced as part of the course [emphasis added].” The accountability check-ins were positively linked by participants to “increasing sales, production, innovation and also connecting to customers, which has been a key component of its success and credibility.” KAIROS Blanket Exercise In Canada, perhaps one of the most well-known and impactful experiences related to DEI training is the KAIROS Blanket Exercise (KBE).57 Named after the organization that manages and facilitates the KBE, the effort is a kinesthetic activity that chronicles the history of Indigenous populations in Canada, particularly with respect to their treatment by the colonial settler populations that occupied Canada beginning in the late 17th century and the modern implications of that history. The KBE was originally developed in 1997 by the Aboriginal Rights Coalition (ARC), which preceded KAIROS, “an ecumenical