Conscious Inclusion modular training for managers
Available As:
In-House Training
- Face-to-face (<15 people)
- Live virtual (<15 people)
- With or without actors
- Fully customisable
Conscious Inclusion Training
This comprehensive, four-module programme, Conscious Inclusion, is designed to build managers’ skills, and most importantly confidence, to proactively embrace diversity and nurture an inclusive working environment. Modules are customisable, however, the original, off-the-shelf programme is made up of: Managing Diversity & Inclusion; Courageous Conversations; Unconscious Bias; and Inclusive Leadership.
At the end of each module, participants are given a self-reflection tool or learning transfer activity to help integrate the learning into the workplace. And best of all, modules 2 and 4 are brought to life with live actors.
Course Content
By the end of Module 1: Managing Diversity & Inclusion, participants will have explored:
- Their own personal motivation for championing equality, diversity and inclusion
- How assumptions, stereotypes and different kinds of bias can impact – and how to guard against them
- The line that is between banter, bullying, harassment and discrimination
- How to deal with inappropriate behaviour in a constructive way
- The relevant legal stuff
- The business case
- Exploring their own team dynamics and organisational culture to identify existing best practice and barriers to equality, diversity, and inclusion
- Tangible actions to drive positive change in their own team and how to get the ball rolling from the get-go
By the end of Module 2: Courageous Conversations, participants will have explored:
- The difference between informally ‘Speaking Out’ and a structured ‘Courageous Conversation’
- Barriers to Speaking Out and Courageous Conversations in remote working environments
- Benefits of having open conversations, and the impact of avoiding them
- Our legal and moral obligations as leaders to manage inappropriate behaviours
- How to prepare for a Courageous Conversation
- The importance, complexity and skill of assertive communication
- Giving feedback constructively and how to handle different reactions
- The value of requesting feedback
- A personal plan of tangible actions that can be implemented immediately
By the end of Module 3: Unconscious Bias, participants will have explored:
- The filters through which we view and interpret ourselves and others (and the reliability and impact of these filters)
- Stats and facts that demonstrate the impact of unconscious bias on equity and inclusion
- The ‘hows and whys’ of unconscious bias and the concept of Daniel Kahneman’s Fast and Slow Thinking
- Types of bias: Affinity, Benevolence, Confirmation, Halo and Horns, and Groupthink
- The part that micro-aggressions, micro-inequities and micro-affirmations play – and the importance of inclusive language
- How to re-frame our thinking to guard against implicit association and stereotypes
- The importance of personal networks and opportunities to broaden our perspectives
- Top ten tips for reducing the impact of unconscious bias
- A personal action plan and intentions to drive positive change
By the end of Module 4: Inclusive Leadership, participants will have explored:
- The four core traits of an Inclusive Leader
- Barriers to inclusive leadership
- What inclusive leadership looks like in a day-to-day context
- How the learning from Managing EDI, Courageous Conversation and Unconscious Bias modules come together to support our aim to become Consciously Inclusive Leaders
- An inclusive leadership self-audit
- A short-term and long-term plan to embed new habits and continue to increase self-awareness
- How to use the takeaway toolkit to take their team on the journey with them
Let's Talk!
We’re advocates of crafting tailormade solutions that ensure you meet objectives and maximise budgets. Contact us to book a meeting to scope the right solution for your organisation, together.
What About Actors?
Through clever script writing, goose-bump inducing delivery and professional facilitation we can bring so much to life. We stimulate emotion, penetrate the long-term memory and create lasting change.
When we use live drama, we are able to have the actors play out the scenario and then be hot seated for the audience to ask them questions whilst they remain in character. Hot seating works so well because actors work with a pre-rehearsed backstory, so they are able to respond in character. They progressively reveal unexpected elements of their story that will not have previously been told. It can bust assumptions that the audience might have made based on the scenario (situation) but not fully understanding the impact at first sight.
Using actors in this programme enables us to bring to:
- Bring both the subtle, and not so subtle, inappropriate behaviours to life, literally
- Provide attendees with an opportunity to explore the fine line between what is and isn’t acceptable
- Give attendees a chance to challenge the actors whilst they are still in character
- Demonstrate that things aren’t always what they seem at first glance
- Provide delegates with an opportunity to test out alternative ways of approaching what can often be sensitive situations
- Create a goosebump-inducing learning experience that sticks in the long-term memory
Don't Just Take Our Word For It
Christian Macnamara
Senior Project Officer (Rough Sleeping), Greater London Authority“I thought Talmud was a fantastic presenter – we got in to some really good, in-depth conversations about the way that inclusion works and doesn’t work… couldn’t recommend it more.”
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