We’re not interested in box-ticking training exercises. What we’re passionate about is facilitating discussion, reflection and actions that lead to disruptive change and impact. Whether you’ve participated in our diversity and inclusion, mental health and wellbeing, or leadership training, our goal is for you to take these learnings to the outside world with you and adapt for what your company or team needs.
To help ensure participants are utilising everything that comes with the experience of diversity and inclusion training, we’re sharing our top three tips on how to get the most out of it!
Tip #1 – Prepare beforehand
We don’t like to leave a single stone unturned when preparing for a training session with a new employer partner, which means it’s important for us to communicate beforehand. We advise planning calls between the trainer and a representative from your team so that we understand your specific challenges and can tailor the workshop accordingly.
All our trainers have lived experience of the issues that they address; our mental health and wellbeing workshops are run by senior psychologists and our legal training by an experienced equalities lawyer. So, this is the perfect opportunity for the trainer to discuss any triggers, situations or dilemmas that they should be aware of and may need their attention in the session.
It’s also important to allow the participants to prepare for what’s ahead – we recommend sharing the agenda early on, allowing them time to process the sensitivity of certain topics and share any access requirements they may have.
Tip #2 – Implement any learnings
Participants are given bespoke hand-out materials after each session. Along with the session’s summarised key points, these hand-outs include hours of further reading that will guide you in exploring the topic further (for starters!). They’re also brilliant for acting as regular discussion starters between the participants.
Once you’ve begun your further reading, we recommend utilising the momentum of the training by organising with your fellow participants to plan further action. This can vary in formality, size and ambition; anything from remembering to check for bias and using appropriate language, to the formation of formal staff networks or Employee Resource Groups (ERGs) to bring together employees with a shared interest to help shape policy and develop initiatives that will lead to greater respect and inclusion within an organisation.
Tip #3 – Keep inclusion high on your agenda
The idea of taking part in a workshop is not simply to learn, but to effect genuine culture change. One way to ensure a legacy from the training is to participate in a reflective session a few months after the initial workshop. This provides an opportunity to reflect on themes and outcomes of the first workshop; to communicate aspirations, concerns and goals; and to consolidate learning and ensure staff have confidence and tools to lead the inclusion agenda.
Equity and inclusion is very much a journey, not a destination – there is always more we can learn and the best way to do that, is to have an open mind and a growth mindset; to allow ourselves to make mistakes, but to work hard to continue to create the workforce we want to be a part of.