Class Inclusion for Line Managers2018-06-14T13:42:08+00:00

Inclusion for Line Managers

Line Managers at all levels generally understand it is part of their role to select and then get the best out of their people. Many will say they focus on this already and take considered steps to ensure they are being fair and supportive. Taking an inclusive approach is about recognising that even when we set out to be ‘fair and supportive’, our unconscious thinking can undermine our intent. Managers therefore need to adopt a more informed and intentional approach to gain the edge in how they drive results through their people. This programme provides that edge.

WORKSHOP SYNOPSIS

The content for these sessions covers four key areas which may be delivered in a two-hour workshop, or spread across two x two hour webinars over a period of defined time to allow thought and observation between awareness and practical action.

  • The Business Case for Inclusion
  • Unconscious Bias Awareness
  • The Impact of Non-inclusion in the Workplace
  • Action Planning

As always, we work with you ahead of the sessions to decide where to put the emphasis, especially when time is more restricted and content must be adapted according to your priorities.

Customised Delivery            Duration

Face to Face                                    2 Hours
Virtual                                               2 Hour Session

Who Will Benefit?  

Any employee with supervisory responsibilities should take this class.

Related Programmes

  • Building Inclusion for Line Managers
  • Sustained & Measurable Embedding Programmes
  • Masterclass for D&I Professionals
  • Masterclass for HR Professionals
  • Masterclass for Recruiting Professionals
  • Unconscious Bias Awareness

Module 1 – The Business case for Inclusion

Here we explore the strategic reasons why inclusion is important to the business. We also make the connection between inclusion and diversity. Line managers need to understand that if they fail to create inclusion in their teams it will impact on their ability to achieve their objectives.

Module 2 – Unconscious Bias awareness

If participants are new to the topic, then UB awareness will likely be a key focus for the session. We cover the nature and prevalence of unconscious bias; the neuroscience; types of bias; and the impact from a personal and a business perspective.

If some work on awareness has been done before (e.g. a previous programme or e-learning module), this section serves as a refresher to ensure the key messages are understood. We typically do this via means of a poll or quiz.

Module 3 – Exploration of the impact of non-inclusion in workplace contexts

We have a variety of formats to explore the impacts of bias and non-inclusion:

  • A free-form discussion about unwritten rules, their impact, and mitigating actions. This particularly suits intact teams.
  • A guided exploration of non-inclusion / unwritten rules in certain workplace scenarios using the ‘toxicity / scenarios’ grid. The unwritten rules examples can be grouped into specific workplace contexts such as meetings, recruitment, performance management etc.
  • A scenarios-based discussion where various examples of non-inclusion are provided and discussed.
  • Examples in each case will be tailored during the engagement phase.
  • The Business Case for Inclusion
  • Unconscious Bias Awareness
  • The Impact of Non-inclusion in the Workplace
  • Action Planning
  • Various formats are available and a suitable one is selected depending on depth required and time available.
  • Clients may wish to collect and share examples of individual actions as inspiration for others across the business.

Outcomes are for line managers to:

  • Understand, and be able to articulate, the business case for inclusion in the context of their own work and how it can drive greater diversity
  • Raise or refresh their awareness of unconscious bias and its impact on inclusion
  • Be able to recognise specific instances of bias in workplace processes and interactions, assess their impact and find ways to mitigate the effects
  • Develop confidence to challenge and support others in the workplace to be more inclusive
  • Identify, and commit to, actions that will mitigate the effects of bias and create greater inclusion individually and for the team