Inclusive leaders get the best out of all their people, helping their organisations to succeed in today’s complex, diverse national and global environment. Through their skills in adaptability, building relationships and developing talent, inclusive leaders can increase performance and innovation. This course provides participants with an understanding of how to become a more inclusive leader, engage and support your teams to reach their potential.

Learning Objectives

1. Reflection of own leadership skills.
2. Characteristics of Inclusive leaders and how to adapt and enhance current management practice.
3. Understanding how unconscious bias might be impacting culture and organisational processes.
4. Understanding the importance of positive role modelling and getting the best out of teams so they reach their potential

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We all have unconscious bias and it affects our thinking and decisions in relation to others who we will see in either a positive or negative way.

Learning Objectives

1. What is unconscious bias?
2. What biases do you have?
3. Are you making the right choices? What is the impact of unconscious bias in your decision making?
4. Tips for managing unconscious bias so that you can make better decisions and improve the diversity credentials of your workplace unconscious bias needs to be addressed so that we are making the right choices in relation to hiring, promoting and performance management. This training session will support you to do this.

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Language used in the workplace contributes to how much colleagues feel they belong and are included.  The course gives understanding of the language to be used and acceptable ways of sharing experiences and insights with colleagues.  The training provides the context for organisations to understand the impact of verbal and written language on their D&I credentials.  It demonstrates how the science behind language use can influence decision making and behaviour.  It introduces and explores the development and dynamic nature of language and the need to be fully cognisant of how it is used, particularly in its relationship to power and inequality.

Learning Objectives

1. Understanding the relationship between language and behaviour
2.  Acknowledging the impact of unconscious bias in language
3.  Recognising the nature of language as part of a power dynamic – the potential for inequality
4.  Developing the skills to create a vocabulary of acceptable and unacceptable terminology

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The interactive session will explore equality, diversity and inclusion from a range of perspectives including the business, moral and legislative context. Participants will have the opportunity to examine the various terminology relating to the legislation (e.g. types of discrimination) and its application.

Learning Objectives

1. An understanding of equality, diversity and inclusion within an organizational context
2. An understanding of the legislative framework and its application
3. An understanding of the different types of discrimination

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Many organisations do not have diverse teams in place and do not assess how they could improve their recruitment processes. This course will provide participants with guidance and tools to enhance recruitment processes in addition to understanding how bias can impact on recruitment decisions.

Learning Objectives

1. Good practice regarding Diversity and Inclusion in recruitment.
2. Tools and guidance to enhance inclusive recruitment practice and strategies.
3. The impact of unconscious and conscious bias within the recruitment process and steps to overcome bias in the workplace.
4. Legislation regarding equality and recruitment.

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This course covers the importance of creating a safe workplace culture and workspace where colleagues can feel comfortable sharing their true selves and different perspectives.  The course also covers why this culture and workspace also respects a decision to keep things confidential and not share.

Learning Objectives

1. Learn what psychological safety is and how it is such a critical part of inclusion and belonging.
2. Explore the concept of what psychological safety means to different people and why it is important
3. Examine how leaders can create a psychologically safe environment for their teams
4. Explore practical ways to honour safety, dignity and respect in the workplace with regard to language and behaviours.

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Allyship, at its core, is about supporting and advocating for groups that are different from your own, particularly those who are marginalised or underrepresented.

Learning Objectives

1. Explore the concept of allyship and its significance within the workplace and our communities.
2. We will:
   1. Gain a greater understanding of the role of privilege and how unconscious bias can impact on true allyship.
   2. Identify why passive allyship is pointless and can lead to exclusion.
   3. Gather some key tips on practical strategies for effective allyship.

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This course explores the reasons why people do not act in situations and covers the importance of being an active bystander in the workplace or community settings.

Note – While the course features practical ‘How to’ tips, we are not advising anyone to put themselves in danger by acting or intervening in situations where they may be harmed

Learning Objectives

1. Identify the concept of being an active bystander
2. Explain how to become an active bystander
3. Describe the key dos and do nots of being an active bystander
4. Demonstrate the importance of the ABCs of safety

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This cultural awareness workshop is designed to explore elements of culture with the aim of providing a foundation for the development of cultural competence. The course will define culture and present models which will aide participants in their work with people from different cultural backgrounds than their own. There will be an opportunity to explore one’s own cultural identity as this is said to be critical to the achievement of comfort with the cultural identity of others.

Learning Objectives

1. Understand the components which comprise “culture” and “identity”and how these may be used to promote more effective interventions.
2. Identify how issues, problems and concerns which may arise when working across cultures might be addressed.
3. Recognise their role in acknowledging personal beliefs, cultural differences and boundaries.
4. Define their own culture and the impact of self on practice situations.

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This training course has been designed to provide an overview of diversity and inclusion so you will be able to identify how this relates to your role and to the workplace.

Learning Objectives

1. What is the definition of diversity and inclusion and why does it matter?
2. Who does the legislation cover?
3. Tips for recognising and preventing bullying and harassment
4. Steps to developing a diverse and inclusive workplace

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