This training was initially requested by the participants of the training course “Embracing Conflict and Diversity”, that we held from the 26th of July to the 1st of August 2020. Participants urged us to organise a follow-up training, so they could learn more about the same topics and get more time to practise the skills that they are most interested in. we asked participants to send us their follow-up reports, from which we analysed a few key interests: 1) Learning more about privilege, (anti-)racism & anti-oppression work, including improving specific skills that remained challenging such as reframing blame and intervening in harassment. 2) Improving self-empathy and emotional management, specifically personal borders. 3) Engaging in mediation role-plays to practice the mediation skills and process. 4) Engaging in Restorative Justice role-plays to practice the related skills and knowing how to set-up the process. The aim of the training was to improve participant's skills in dealing with conflict and diversity in youth work, by offering youth workers relevant knowledge, exercises and tools and exchange best practices. The objectives were: 1. Further improving youth workers' skills to respond to stereotypes, discrimination, and harassment, and being aware of how they can use the privileges they have; 2. Further improving youth workers' self-empathy in responding to emotions during conflict, and indicating personal boundaries. 3. Further improving youth workers' understanding and ability to practice the skills that are part of the Mediation and Restorative Justice process. 4. Exchanging best-practices of including people with different backgrounds in youth work (embracing diversity) and practising conflict resolution skills in youth work (embracing conflict). The training's envisioned impact on participants was that they would improve their knowledge and skills in conflict and diversity management, so that they can a) deal in more constructive ways with discrimination, racism, xenophobia and related problems and promote inclusion & diversity and b) deal in more constructive ways with conflicts they experience in their work; within the youth groups, within their organisational teams or with third parties, and improve communication, respect and understanding in their relationships at work. It proved very difficult to get the group back together unfortunately. Quite a few people had other commitments at the time we wanted to organise the training. However, due to the schedules of the two trainers it was hard to do this training at another time. While at first ten people answered they would participate again, eventually only five did and the rest of the participants were new. We therefore adjusted the program to accommodate a new group that was not yet familiar with the topics we wanted to address.