Justice, Equality, Diversity & Inclusion
These four terms provide a focus for how, and how well, organisations provide for a well-treated, respected and integrated workforce.
Typically organisations need to work hard to bring about a workplace which is just, equitable, diverse and inclusive, since (unfortunately) such an outcome does not happen automatically. These training workshops will provide a comprehensive overview of what each term means, and the actions that can be taken individually and organisationally to provide a JEDI workforce.
EDI Workshop Content
Are you and your workforce clear about what these terms mean - including the difference between equality and equity? These training courses will provide clear definitions, with relevant examples.
Bias, prejudice, stereotyping, stigma and beliefs
Most of us have biases - and even if we think we don't, the chances are we have unconscious bias - and this leads to prejudice, stereotyping and stigma. Again these courses will provide clear definitions, with examples.
Some people have obvious disabilities – but what about those who don’t?... and what can individuals and the organisation do to work well with both?
Diversity & inclusion
In simple terms, the more diverse the organisation, the harder it may be to provide inclusivity for everyone. One of the reasons for The Great Resignation of recent times is that employees wish to have their diversity recognised and valued, and at the same time to feel a sense of being welcomed and belonging. These courses will address this issue, with suggestions for individuals and organisations to take.
People must feel safe at work, especially if we want them to speak out… We look at the role that different groups/people can play in creating this culture.
Who is EDI training for?
Our JEDI (Justice, Equality, Diversity & Inclusion) training courses are ideal for anyone who wants to see their organisation, team or themselves work effectively to achieve a positive, healthy and sustainable JEDI culture and set of behaviours. The courses are particularly relevant for anyone who wants to:
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EDI Workshop Activities
The 90-minute course focuses on defining the key terms and providing examples; the half day builds on this, and provides a number of actions to be taken at a personal and organisation level to promote JEDI. A full day does all of this, then provide a series of work-based scenarios to give an opportunity to participants to prevent such anti-JEDI examples occuring, and what they would do if faced with anti-JEDI behaviours.
Never 'death by powerpoint'
We always provide a variety of learning approaches in each of our workshops.
Each workshop typically includes learning input from the trainer, supported by a range of mixed media, interactive elements, discussion and group work. Most workshops also include case work and practical skill-development activities to apply the learning, with more time dedicated to this in the longer courses.
'Want more?' resource pack
In addition to providing a copy of any slide deck, we always provide a ‘want more’ section, of curated resources including book summaries, podcasts, downloads and articles.
My attention can easily wander, but this was never the case here, largely due to the variety of learning approaches used. Never a dull moment!
What are the benefits of EDI training?
Edi Training Frequently Asked Quesitons
What are the legal requirements for EDI in the workplace?
There are 9 protected categories where a failure to treat that category, or any individual within it, fairly can lead to prosecution and fines. These training workshops will clarify what the protected categories are and how to ensure fair treatment.
How can unconscious bias be managed?
Clearly the individual cannot address any such personal bias; that is why they need education and training to become aware of such potential bias, and/or the organisation has to have sufficient psychological safety to allow any such 'bias blind spots' to be raised. These training courses will address this issue.
Should people with diverse backgrounds and values be forced to integrate?
There are two answers to this. Firstly, no action should be taken to force people to let go of their legitimate values, culture and behaviours; but equally, opportunities should be provided to encourage everyone to feel included and valued, whatever their background. Again, this is something we will cover in these workshops.
Which of the three EDI courses will be most appropriate for me to attend?
The shortest course provides definitions and examples of all the key terms; building on this, the half day course offers a wide range of actions that individuals and the organisation can/must take to minimise inappropriate behaviours and encouage supportive ones. The full day course then allows participants to thoroughly test their new knowledge and actions by presenting anti-JEDI case work requiring some level of intervention.
Related courses & resources...
Positive Workplace Relationships
Feedback, Performance & Workplace Relationships
'A Small Problem of Size'
by Clive Lewis
The Power of Difference
by Simon Fanshawe
We'd love to e-meet you... let’s go for a virtual coffee :)
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