Diversity & Inclusion Training
‘Be the change you want to see in the world’
Gandhi
According to United Nations, ‘Discriminatory behaviour takes many forms but all involve some form of exclusion or rejection’. Through ongoing research conducted in various institutions around the world, it has become increasingly apparent that colleagues make choices which subtlety discriminate in favour of or against certain characteristics in a person or group.
The changes in the workforce and markets require effective and respectful communication between people with different linguistic and cultural backgrounds. The differences in matters such as language, etiquette, non-verbal communication, norms and values can, do and will lead to blunders. The key to a vibrant and productive environment is by communicating effectively with respect and maintaining dignity in the interaction. Understanding and appreciating differences ultimately promotes clearer communications, helps breaks down barriers, builds trust, strengthens relationships, opens horizons and enhances creativity and innovation.
Taking proactive measures for managing biases, showing respect and being inclusive has a business, ethical and moral imperative. Inclusive practices and behaviours can and do have a positive impact on group attitudes, responsibility and accountability which influence key decisions and yields tangible results for the betterment of the organisation and its reputation.
Acknowledging and taking proactive measures for inclusive practices has a business, ethical and moral imperative
Style of Training
All queries will be responded to in a sensitive and understanding manner. Taking into consideration that some of the discussions may be highly emotive, the facilitation style and method will model the concept of respect and dignity.
Courses we conduct:
- Inclusive Leadership
- Managing Implicit Biases
- Management of Bullying & Harassment
- Respect & Dignity in the Workplace
- Let’s be more Inclusive.
- Inclusive Recruitment
- Conducting effective investigations
Inclusive Leadership
The aims and objectives are as follows:
Aim: To understand the value of being an effective inclusive leader. Inclusive Leaders take personal responsibility and empower colleagues to ensure that the culture, relationship dynamics and decision-making process are all aligned with evidence of equity, diversity and inclusion into practice.
Objectives
- Understand what is meant by Inclusive leadership within the frame of commitment, compliance and capability.
- Consider strategies on championing and role modelling inclusive behaviours.
- Using the principles of culture, ethos, code of conduct, values, explore the 8 powerful truths and how this is manifested into practice.
- Be updated on current and topical themes /trends.
- Recognise the impact of being part of the ingroup and the implications of being in the outgroup.
- Understand the 9 powerful truths and how leaders can take responsibility to manage this effectively.
- Recap on managing biases and the reality/impact of microaggressions.
- Commit and be accountable to tangible actions to further embed best practice.
Blue Tulip Consultancy has provided Inclusive Leadership training to many organisations including:
Ministry of Defence: Over the past 4 years, we have trained 820 senior leaders within the Defence service representing Army, Navy, Air Force and Civil Service
International Chidlren’s Charity – trained all the Directors.
NHS Trust – training for all Directors, Senior Leadership Team and Board Members
Leaders from International Schools – training for all Leaders
Managing Implicit Biases
Aim: An opportunity for staff to understand the concept of Implicit Bias, its research and theoretical basis. To consider effective, proactive strategies on managing biases
Science, Research and Statistics
- Understand the different types of global research conducted across various institutions.
- Evidence and figures of the impact of unconscious biases
Neuro Psychology of Mind
- How our mind processes information
- Scanning vs focusing
10 types of Biases
- The types of filters in which we see people and put them into categories.
- Concept of generalisations, deletions and distortions
- The limitations of categories
Model of Assumption/Courage to Manage
- The ‘I’ factor
- Asking questions in a timely state
- Whose values, whose beliefs
Measures to overcome implicit biases.
- Managing behaviour and attitudes
- Monitoring and Evaluation of task allocation
- Diverse representation
- Shop window
- Examples and implementation of how it can work well.
Blue Tulip Consultancy has provided Managing Implicit Biases training to many organisations including:
Law Firms
NHS Trusts (Cardiac Unit)
Mental Health Trusts
Primary Schools
Management of Bullying & Harassment
Embedding Respect & Dignity in the Workplace for staff & for managers
Session Aim: To have a better understanding of the value of inclusive and respectful behaviours and language patterns and its impact on all interactions. For all staff members and managers to be aligned with the organisation’s policies and ethos.
- Understand the value of respect and dignity in the workplace.
- Explore the context of organisational responsibility, individual responsibility and the legal framework Equality Act 2010.
- The differentiation between respect and dignity to bullying and harassment – where is the line between acceptable behaviour to unacceptable behaviours.
- Consider the impact of banter, jokes, behaviour and language.
- Discuss the Acceptable Continuum through scenarios.
- Identify and differentiate the difference between effective interaction and bullying and harassment using the Intention vs Impact model.
Respect & Dignity for Managers
Manager to consider strategies in managing inappropriate behaviours, foster good relation and act as an effective role model. The session will explore:
The impact of banter, jokes and behaviour on team and organisation
Consider measures on how to respond to concerns raised.
Become more equipped in challenging/managing inpatriate behaviour.
Taken proactive measure to support staff who may be experiencing bullying and harassment.
Blue Tulip Consultancy has provided Management of Bullying & Harassment training to many organisations including:
MOD (Submarine Delivery Agency and MOD Whitehall) MOD –
provided respect and dignity training to 2200 staff members
Media Companies
International Banks
Finance Companies
Inclusive Recruitment (Advertising to Induction)
Session Aim: Within the frame of inclusivity, to understand the value of recruiting the best candidate for role. To implement good practices across the various stages of the recruitment process
Objectives:
- To understand the value of inclusive language in job advertisements. To recognise patterns of language which are either outdated or highlights difference to the detriment of the applicant.
- Consider the list of ‘must have’ and ‘nice to have’. To understand whether the process making process in the short listing is fair.
- To explore how the interview process can be inclusive, through management of biases, recognising microaggressions and holding each other accountable.
- Discuss good practice and effective responses to ‘what if scenarios.
Blue Tulip Consultancy has provided Inclusive Recruitment training to many organisations including:
University in London
Media Companies
International Recruitment Agencies
International Schools in Europe
Lets be more inclusive and Restorative Collaboration
Aim: To understand the value of being more inclusive and consider measures of implementing this into practice.
Objectives
- Acknowledge real life examples of inclusivity and its consequences.
- Create a personal and team guiding principle of including others and showing respect.
- Recognise the 25 areas within an organisation’s functions where inclusion is relevant and necessary.
- Understand the concepts around microaggressions, ‘its only banter’, toxic positivity and gaslighting and silence.
- Reflect on the value of psychological safety and strategies of implementing this into practice.
- Consider the language of conflict, if you or someone had inadvertently said something that was not inclusive.
- Consider the structures of 4 steps for remedy/restorative collaboration.
Blue Tulip Consultancy has provided Lets be more inclusive training to many organisations including:
Ballet Schools
Engineering Companies
Charities
Asset Management Companies
Conducting Effective Investigations into allegations of bullying & harassment.
Aim: To understand the role and responsibility of being an effective investigator.
Objectives:
- Consider the logistics of conducting an investigation, time frame, people involved, roles and responsibilities and themes for consideration.
- Recognise the role of an investigator.
- Understand the five stages of the investigation process.
- Acknowledge the value of good analysis and findings within the frame of interview statements and other documentary evidence.
- Consider structure and elements that need to be in the final report within the frame of context.
Blue Tulip Consultancy has conducted effective investigations training for many organisations including:
Universities
Research based organisations
Local Authorities
NHS
