Equality, Diversity and Inclusion Training – the Lasting Legacy

12 July 2022
Image of journal with the words 'lifelong learning' on the cover

Some of the people we work with are keen to understand the difference that comes from the training solutions we deliver. They will ask us to expand on the benefits and positive impact, and this is where we love to share stories that demonstrate this ‘lasting legacy’.

Most people get that investing in your people through equality, diversity and inclusion training is a good thing – you’re increasing general awareness and understanding of this subject area, giving colleagues the confidence and fluency to challenge what they see and hear that ‘isn’t quite right’, and equipping them to be an ally in the workplace and beyond. All of this supports and encourages colleagues to play an active role in creating an amazing and inclusive culture.
And I suppose what I should add here is that our approach to training is a little bit different – our team never deliver ‘off the shelf’ sessions. Every workshop is designed to meet the unique requirements of the organisations with whom we work. We use the organisation’s language, values, corporate architecture and current context so that it feels less like an add on and more like an authentic part of how that organisation does things. The other key ingredient is fun – participants will engage better and remember more if they’re actually enjoying themselves. Endorphins help us to learn. And we enjoy ourselves too, we’re quite the double act!
You get a positive vibe from a session when it’s landed well – insightful questions being asked, engaging debate and personal stories being shared. But what has been wonderful to hear about is the longer lasting legacy from our work. This can be weeks or even months after the session itself, and some examples of this include:
  • An executive team member explaining the discrimination they had faced at work as a result of their sexual orientation, and then going on to share that story at their all colleague conference
  • An L&D manager using the session as the springboard to have an honest conversation with their line manager about the support that would help them to be their whole self at work
  • A Comms Team colleague sharing her experience of the treatment she was subject to as a result of her ethnicity, and their colleagues committing to support her better

And we are more than happy for participants to replicate some of our games-based activities during their team meetings or similar forums to get the EDI conversation going amongst their colleagues. It’s an ideal opportunity to talk about the subject matter, the dynamic nature of language, the value of diversity in the workplace, how we can support our colleagues and be an active ally.  This is another example of this ‘lasting legacy’ – something positive coming from the session and having an impact beyond the initial workshop.

 

I consider myself to be very fortunate to spend time with such a diverse range of participants from different sectors and industries, and operating at different levels within their organisations. Hearing their unique stories and experiences, having insightful and honest conversations, and supporting people to broaden their horizons is a privilege that I do not take for granted. Hearing about these examples of the ‘lasting legacy’ being created is a bonus I was not expecting but a joy nonetheless.

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With over 50 years of combined experience, we’re the right choice to start you on your inclusion journey.

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