We recognise that the pace of organisational life requires short, sharp learning interventions. We also know that building diversity and inclusion capability requires more than a one-off training program. Developing inclusive mindsets and behaviours is an iterative process. Successive learning interventions offer opportunities for reflection, build on past learnings, and prompt the discovery of new insights.
Our bite-sized diversity and inclusion workshops support the development of organisation’s diversity and inclusion capability by offering cost-effective opportunities for groups of up to 60 participants to refresh and extend their awareness of diversity and inclusion issues in an interactive manner over one to two hours.
Today’s best-practice diversity management involves an organisational culture that values, embraces and celebrates individual differences. Diversity practitioners and researchers refer to this as inclusion. Alongside our intensive half or full day workshops, we offer a series of interactive bite-sized diversity and inclusion workshops to develop diversity and inclusion capability in larger groups.
Walk the Talk: Inclusive Leadership in Action
How do leaders move from concepts to action?
Drawing on two widely recognised frameworks for inclusive leadership, our Walk the Talk: Inclusive Leadership in Action workshop offers leaders an action plan for fostering inclusion and diversity in their workplaces.
Developing Psychological Safety and a Speak-Up Culture
Research shows that if you want to create teams capable of innovating you need diversity. But diversity, per se, if not enough. Without psychological safety, individuals may be reluctant to speak up and you may miss out on breakthrough ideas, learning from mistakes, and the raising of valid concerns or red flags.
By creating a team climate that reduces the interpersonal risks of speaking up, the team will be rewarded with better decisions, creative collaboration, motivated members, and improved performance.
While training is a critical and necessary component of an organisation’s efforts to reduce unconscious bias, managers committed to reducing unconscious bias can also draw upon social psychological literature to design work settings that temper the automatic activation of stereotypes, prejudice, and discrimination.
Being Colour Brave
Building capability for cultural inclusion requires not only an awareness of cultural differences but also an understanding of the lived experiences of cultural, ethnic and racial bias, prejudice and discrimination as well as a willingness to challenge workplace taboos.
In this workshop designed for hiring managers, participants learn how to apply the SPACE2 Model for Mindful Inclusion to reduce the impact of unconscious bias in hiring. The workshop also includes a deep-dive into structured interviewing and objective questioning.
The Many Guises of Gender Bias at Work
Despite evidence that links gender diversity with improved organisational outcomes, shifting the dial on gender diversity in leadership is painfully slow. In this masterclass workshop, participants explore the many gender biases that penalise women in professional settings including competence evaluation bias, assertiveness-double bind, gendered mistake penalty, gendered feedback and maternal bias.
Participants also learn how bias can be internalised and the consequences for female confidence and ambition as well as proven techniques for managing gender bias in themselves and others.
The workshop ends by exploring intersectionality and calling for more inclusive gender diversity efforts.
Developing Asia Capability
In this introductory workshop to developing Asia Capability, participants learn in an engaging format how thinking styles vary broadly from East to West before taking a deep dive into Asian culture by mapping ten main cultural differences to leadership styles and business practices across different Asian cultural clusters (e.g. hierarchy, meetings, communication style. influencing, decision-making, trust, teaming, conflict resolution).
An Introduction to Cultural Intelligence (CQ): Discover the Eight Main Cultural Differences
Without knowledge of how culture affects your own and others’ behaviour, you interpret the world through your own cultural lens, failing to attribute differences in actions and beliefs to cultural influences. Knowledge of cultural differences helps you to overcome cultural blind spots. You can better explain and predict the responses of others. This prevents confusion and anxiety in diverse settings.
Also, by increasing your understanding of the intentions, behaviours, and viewpoints of diverse others, knowledge of cultural differences tempers the activation of ‘us’ vs. ‘them’ social categorisations and negative stereotypes and prejudices.
Mind Your Micro-Biases: Subtle Slights that Exclude
When we interact with each other, we send unconscious messages that reflect how we feel and what we believe about each other. Those messages are conveyed through facial expressions, gestures, vocal tone, choice of words, nuance and syntax and can be positive or negative. For example, we might smile warmly at people like ourselves but fail to make eye contact with people from a different racial background.
In this workshop, participants are challenged to think about the subtle messages they communicate to others in their day-to-day work lives.
The Four-Factor Model of Inclusion
Today, it is increasingly common for diversity management initiatives to be called ‘diversity and inclusion’, but these terms are not interchangeable. Diversity is the representation of different social or cultural groups and other individual differences in a workforce whereas inclusion refers to the active integration of diversity into an organisation’s work processes.
A growing body of research indicates while diversity, per se, does not guarantee workgroup outperformance, diversity plus inclusion does. Inclusive work settings are workplaces where; all employees feel respected, all employees experience a sense of belonging, all employees are empowered to contribute to work processes, and all employees have a fair chance of progressing their careers.
In this workshop designed for people managers, participants will explore in detail how the four factors that define inclusion map to the lived experience of employees and how they can foster inclusion on their teams.
Researchers have identified a variety of factors that contribute to a ‘glass ceiling’ that prevents emerging female leaders from achieving senior executive roles at the same rate as men. These include lower levels of confidence, weaker access to informal networks, lack of role models, and unconscious bias. Our Masterclass Workshops for Emerging Female Leaders transfer skills and mindsets for empowering participants to manage those challenges.
Learn to Love Networking
It is true that what who you know matters more than what you know. The most successful executives have diverse and mutually supportive relationships both inside and outside of their organisation. Effective business networks connect you to new opportunities and ideas, provide advice and support, raise your profile and status, enhance your learning, advance your career, and increase your confidence and job satisfaction.
Although many people fear networking, successful networking is a skill that can be taught. This workshop offers a systematic approach for confident networking. Participants will analyse their existing networks and learn techniques for effective networking. Topics include; developing an authentic elevator pitch, knowing your purpose and developing a strong personal brand, the six sorts of relationships you need in your network, fostering reciprocal relationships, leveraging your network, nurturing your network.
Feel the Fear and Do It Anyway
Studies show women experience lower levels of confidence than men in professional settings and that this contributes to the gender gap. Individuals with high levels of confidence have both (a) high self-efficacy and (b) low fear of failure. Self-efficacy is one’s belief in their ability to succeed and involves a positive assessment of one’s capabilities. Low fear of failure is linked to a propensity for stepping outside one’s comfort zone. Techniques for developing self-confidence address either self-efficacy, fear of failure, or both.
In this workshop for empowering female talent, participants learn six proven techniques for enhancing their self-confidence; challenging self-limiting beliefs, developing a growth mindset, owning your achievements and containing your failures, identifying role models, positive visualisation and practice.
Effective Influencing and Negotiating
Women experience unique challenges in influencing and negotiating at work. In this workshop, participants learn techniques to manage those challenges so as to improve their outcomes and to increase their professional success.
Developing a Strong Personal Brand
Developing a strong personal brand distinguishes you from your peers and increases your chances of emerging as a leader. The keys to developing a strong personal brand are understanding your values, defining your purpose, making decisions and directing your efforts towards the achievement of your values and purpose, and communicating authentically and consistently.
Building Resilience & Grit
Grit and resilience are hallmarks of successful leaders. Grit is perseverance and passion for long-term goals— tenacity, persistence, and fortitude. Resilience is being able to bounce back from failure and other adversities—optimism, confidence, creativity. In this masterclass, participants learn techniques for developing the mindsets required to persist in the face of challenges and to emerge more strongly from them.
Intensive Diversity and Inclusion Training
In addition to the bite-sized workshops for Diversity and Inclusion found at this page, we offer a number of half to full-day intensive training programs for smaller groups. Topics range from inclusive leadership and unconscious bias to cultural intelligence and inclusion.