equality is the essential ingredient …

The ultimate aim of the programme for this European bank was to increase awareness of diversity and inclusion for every individual working there, regardless of their level within the organisation. 

To understand the requirements, initial scoping exercises consisted of a series of ‘need to know’ meetings with stakeholder groups to understand the culture, to gather information regarding existing activities, and to build the appropriate structure and content ( focused on the Gender pay gap report) that would deliver a solution which revealed the inconsistencies, unconscious bias, and necessary healthy attitudes and behaviours. 

Our research project helped to understand the people culture of the bank and (confidential) calls were made to note down employee experiences in relation to inclusion. The delivery phase was then organised into three phases. Managers, salaried employees and lastly the Senior Management Team. 

Our solution -

Phase 1- Short experiential workshops designed for all managers to provide them with the competence and confidence to manage a diverse team, understand the benefits of diversity and inclusion and its application for themselves and their teams. It focused on the understanding of the legislative risks and how to manage and support diversity and inclusion in their teams and area of work, to increase performance.   

Phase 2 - We designed  and implemented 2-hour drama-based sessions for all staff, facilitated as large learning events in group sizes of 50 with 2 facilitators and 5 actors.  To develop ownership with such a large audience, attendees were organised in groups of 10, in a world café style and were asked to generate ideas and make personal commitments to support a fair, inclusive and respectful workplace for all.  Individuals’ rights and responsibilities were agreed, using an understanding of where legislative risks lie, the protected characteristics and the benefits of diversity and inclusion. 

With overwhelming feedback from all sessions our recommendation was that to be a truly success the programme must continue to demonstrate how the bank is tackling issues relating to diversity and inclusion, top down.   

To encourage sustainability we recommended and advised project stakeholder with a set of key objectives to take forward in order to clearly demonstrate that the training had been more than just a compliance exercise. The evaluation report captured: 

• Data: Raw data, graphic representation of post course questionnaires.   

• Pledge cards: An overview of personal commitments from staff. 

• Big ideas: 10 or more flip charted ideas per session from staff related to how the bank can improve. 

• Further suggestions shared: Ideas from particularly supportive sponsors and managers as well as passionate attendees who contacted us after the sessions to share thoughts, ideas and recommendations.  

Phase 3 - During the post implementation phase, 90 minute facilitated ‘guidance’ sessions were delivered to the senior leadership team, with a supplement session for the wider senior management team delivered to establish commitment to action and generate group buy in. We:  

• Compiled overview of content and deliverables  

• Presented back themes of feedback and ideas gained from the sessions, discuss what the bank is doing currently and build on this by taking agreed recommendations forward  

• Gained buy in from this group and establish commitment to act on the ideas and recommendations made  

The bank has taken on a number of recommendations and has already seen a number of benefits. A recent staff survey has shown that management capability is notably higher and people generally see the benefits of working towards and being part of a truly equal and inclusive workforce.  

We don’t do things in halves!