Travis Perkins
DEI Development Programs for Leaders and Managers
When leaders do not own the solution, companies tend to adopt off-the-shelf diversity and inclusion solutions, which have limited to no impact on changing culture. Research finds that the number one barrier to advancing diversity and inclusion is the denial of inequality at work, which is the belief that workplaces work for everyone in the same way. The challenge is most leaders do not know how to create inclusive cultures or what it means to lead in an inclusive way. Likewise, employees do not understand what it means to practice inclusion as part of their job. Companies cannot simply launch off-the-shelf solutions and expect results.
Our development series have been carefully designed to provide senior level executives and emerging leaders with an immersive deep dive into the latest research, leading practices, and role-relevant case studies in how they can create a workplace culture that values difference. The programs incorporate lectures, discussion, experiential learning, and educational activities designed to build core leadership inclusion capabilities.
more likely to report feeling valued and psychologically safe.
more likely to say that they make high-quality decisions.
more likely to report that they are high-performing.
more likely to report behaving collaboratively.
According to a study conducted by Catalyst in 2014.
Leading for The Future (LTF) is a three-part interactive, immersive virtual development series that enables leaders to enhance their awareness, understanding and ability to create cultures that value difference and lead in an inclusive way.
DEI is an ongoing journey that every leader signs up for when they agree to manage people.
The series provides long-term value by creating transformational leaders who will become role models of inclusivity, who will live the organisational values, and will empower their teams to practice inclusion in all that they do. It develops inclusive leadership from the “inside-out”, starting with building leaders’ self-awareness of inequality, then extending their understanding of how inequality creates challenges to the advancement of diverse talent within their organisation. With this deep awareness and understanding, leaders are then provided with the tools, resources, case studies and practical solutions to know how to take action within their teams to create and sustain a culture of belonging, support and trust.
We have designed our Managing for Equity development series to empower all people leaders to develop their inclusive management skills and make a genuine impact on their team and organisational culture when it comes to advancing inclusion.
When you work with us, inclusion will become the most dynamic practice your business has to harness the power of diversity.
The Managing for Equity development series is a three-part interactive learning series that is designed to make leaders aware of how bias, inequality, and privilege negatively impact their decision-making and what they can do to build inclusive and equitable cultures. A fun, engaging and thoughtful approach underpins the Managing for Equality program. We focus on behaviour change and our learning series is packed with tips, techniques and practical take-aways. Our focus is on developing training that is hard wired to your organisation’s purpose, values, and frameworks.
The Success Partnership Series (SPS) invites men to uncover why creating a more equal work environment serves to benefit them, and how they can move beyond allyship to become true success partners to all employees at work.
of men are disengaged
A huge proportion of them say apathy, meaning a sense of gender issues do not concern them, stopped them getting involved in gender equality. (Catalyst, 2009)
This lack of male engagement and action costs businesses. When men are not a part of the solutions put forward to tackle inequality, any solution is likely to have limited to no impact on changing culture. Consequently, men are left out of the inclusion conversation, and women continue to work in environments where they are devalued. The series aims to address these issues by providing a safe environment for men to examine their own privilege, prejudice, and limitations when it comes to leading inclusively. They will identify why they need to make a personal commitment to advancing equality at work, and what this really means in terms of everyday actions they can take.
We co-create customised programs to accelerate and scale DEI transformation and cultivate an environment where everyone feels able to participate and achieve their potential. We also offer train the trainer sessions to enable internal facilitators to deliver DEI programs across the wider organisation.
Workplaces were never designed for difference.
Women face numerous invisible barriers throughout their careers and key to overcoming these obstacles is to know what they are. The Women in Leadership Series sheds light on the specific challenges women encounter throughout their careers, and how women can overcome the invisible barriers to their success at work, and lead on their own terms. The program includes a series of transformative interactive workshops, which will enable all women to discover how women can redefine leadership on their own terms, and leverage their skills sets to thrive in the future of work.
Our Emerging Inclusive Leadership Program ensures that people managers (those with around 5 to 10 years of professional experience), have what they need to succeed as an inclusive leader in senior or general management roles by developing the skills required to lead themselves and others in a way that harnesses the benefits of a diverse workforce.
Learn to bring diverse individuals together to create, innovate and deliver value to your organisation.
Through this series, leaders are provided with the diversity acumen, inclusive leadership skills, and equality mindset to navigate today’s global challenges and excel in tomorrow’s uncertain business world. The aim of the Emerging Inclusive Leadership development series is to enable leaders to motivate and engage teams with a high degree of diversity on all parameters, i.e., gender, ethnicity, age, profession, and cultural backgrounds. They will learn to connect with diverse customers, welcome and celebrate a diverse spectrum of ideas and solutions, and enable different individuals in their teams to reach their full potential.
The NextGen Equality Leadership Program is a transformative virtual development program that enables and empowers the next generation of leaders to understand how inequality works at work and what they can do to build cultures of equality at work.
have aspirations to reach a senior leadership position in a company / organisation
The program is delivered in three modules to participants who are entering the workforce who want to develop the skills needed to become future leaders within their workplace. The goal is to enable them to become the next generation of change makers, and use their capabilities to advance equality and thrive in workplaces today and tomorrow. Each session can be delivered in person or virtually with up to 50 participants and includes 1.5 hours of an online workshop and 30 minutes of preparatory materials. The program incorporates lectures, discussion, experiential learning, and educational activities designed to build core inclusion capabilities.
Our Clients
See how we’ve helped global clients drive transformational change through customised DEI solutions.
Shared Success Story
One of the largest banking groups in Europe moves beyond unconscious bias training to engage senior leaders in real change.
Learn more >How we helped:
Featured Insights
Younger generations are holding less progressive views when it comes to women in leadership, indicating gender equality won’t be achieved with the passing of time, as recent research findings reveal.
Why are women still taken less seriously than men when it comes to leadership?
Creating a workplace where employees feel psychologically safe to be themselves is the starting point for valuing differences at work. Here are three ways to manage microaggressions at work.