This workshop is designed to strengthen managers’ confidence as champions of equality, diversity, and inclusion (EDI). Participants will deconstruct stereotypes, understand unconscious bias, learn about important legal frameworks, and acquire practical tools to challenge exclusionary language and behaviours. The focus is on the essential role managers play as change agents, leading by example and creating a lasting impact. 

Learning Outcomes

By the end of this workshop, participants will:

• Discover their personal motivation for advocating EDI and understand its significance. 
• Learn relevant equality laws and their workplace implications. 
• Recognise the impact of assumptions, bias, and stereotypes, and commit to addressing these barriers. 
• Differentiate between banter, bullying, harassment, and discrimination, and confidently challenge inappropriate behaviour. 
• Understand micro-behaviours and adopt micro-affirmations to counter negative actions. 
• Implement effective strategies to consistently promote and role-model inclusive behaviour. 
• Commit to integrating inclusive practices into their team’s objectives and strategies. 

Workshop Outline

Championing EDI: Managers will explore their motivations for advocating equality and inclusion, reflecting on how these principles support a productive and positive workplace. A video examining common assumptions provides a foundation for discussion. 

Overview of Legal Frameworks: This session will cover key aspects of equality law relevant to the workplace. Managers will also examine the business case for diversity and inclusion, understanding their contributions to organisational success and innovation. 

Unconscious Bias and Assumptions: Participants will learn about the impact of assumptions, stereotypes, and bias on decision-making, relationships, and inclusivity. Emphasis will be on challenging personal assumptions and those observed in others. 

Navigating the ‘Banter Line’: Using an interactive quiz called “Fine Lines,” participants will sharpen their ability to separate acceptable behaviour and inappropriate conduct, distinguishing between discrimination, harassment, bullying, and banter. 

Tools for Courageous Conversations: The “Wait a SEC” framework will be introduced to help managers approach difficult conversations constructively. They will explore assertive communication, emotional intelligence, boundary setting, and perspective-taking strategies. Inquiry techniques to promote open dialogue will also be shared, which participants will use to develop personalised action plans. 

Commitment to Inclusion: The workshop concludes with participants refining their action plans to integrate inclusive practices into their team’s goals and strategies. They will commit to applying their learning, ensuring that EDI principles are embedded in their management approach. These action plans can be shared with project sponsors for further development.