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Conversations about Culture, Inclusion and Diversity are not always easy. And supporting colleagues to understand the perspectives of others, challenge their own thinking and behaviour and drive change is critical to get 'right'.

All of our programs are designed to make the content relevant – to your organization and to your colleagues – so that they: learn about themselves; can challenge thinking and can understand the role they play in driving change.


As well as stand-alone sessions, modules can also be linked together to create development tracks, or allow groups/teams to build on knowledge over time, whether for senior management, people leaders, new managers or Employee Network/ERG leads.

We offer a range of training options, from introductory sessions to set the scene, through to tailored programs from board-level down.


More module details are below, but these include:

  • An introduction to Inclusion & Diversity

  • Understanding Culture and bringing it to life

  • Facilitated board and team leader discussions

  • Diversity Coaching

  • Unconscious Bias

  • Psychological Safety

  • Inclusive Recruitment

  • Inclusive Leadership

  • Difficult Conversations

  • Managing Change

If you have any training or coaching needs please do make contact for a discussion

‘Patrick is great to work with. He understands how to quickly engage with the Board and identify the strategic drivers for an organisation. As well as setting out clear options for debate, once a course of action is decided, he excels as generating energy around the right approach to deliver and make an almost immediate impact on the business. I’ve worked with him (and seen him work with many other teams at all levels) deliver a number of projects that have significantly changed the culture of our organisation, in a positive, engaging way for all stakeholders.’


Global L&D Director, Professional Services

Further module details

Inclusion and Diversity

  • An introduction to Inclusion & Diversity

  • Bias and me: Understanding what our different biases might be and how we then recognise, respond, and react

  • Recruitment and Interviewing: Ways to recruit for difference, as well as managing the interview process to recognise and mitigate bias

  • Psychological Safety and  Inclusive Leadership: Creating workplaces where all employees feel empowered to speak up and learn how to respond effectively and leaders proactively manage and model ‘inclusively’

  • Diversity Coaching (and mutual mentoring programs): One-to-one and group support for leaders to build confidence engaging with inclusion and diversity topics, as well as diverse communities

Vision, Mission and Values and Culture


  • Refreshing the Vision: Workshop(s) to define and set clear Vision, Mission and Values as a leadership team

  • Understanding culture: Get under the skin of what your culture is and the employee experience

  • Culture and Clients: Unpicking how  your culture impact the work you do – and your relationships with clients/customers

Leadership and management skills

  • Understanding my leadership style: Becoming a more effective leader by recognising the style(s) you use and ways you can harness these

  • Managing teams and clients: Managing projects, one-to-one and group conversations to get the best from team members and client relationships

  • Positivity in the workplace: Managing personal stress and team members using positive psychology

  • Dealing with change: Understanding and positioning change to achieve buy-in and a successful outcome

Employee Networks and ERG/BRGs leaders

Building on a foundation of leadership and management skills, we run sessions across leadership and skills development, including:

  • Strategic planning (Setting goals, aligning to your organisation, measuring impact)

  • Managing volunteers and getting them best from them

  • Influencing for success

  • Brand and marketing a Network/Group

  • Building your CV as a leader

  • Succession Planning to handover smoothly

D&I Coaching and workshops - Diversity & Inclusion coaching is a powerful tool to help leaders build their understanding of difference and become more comfortable reflecting on their own language and behaviour. Our Diversity coaching programmes build relationships that provide a structure and direction, based on our real-world expertise and coaching models, to help you drive change as individuals and as agents of change across your organisation.

Conversations around Diversity & Inclusion and related topics can be tough and feel unnatural to many. We work with leaders and workforces to address both conscious and unconscious biases and build confidence to drive change – as individuals and by role-modelling behaviour to others arise from implicit bias and other employee and organisational issues. As such, we partner with clients in a stimulating and creative process that inspires them to maximize their personal and professional potential by being held accountable on the progress.

Reflecting on your own use of language and behaviour does not have to be daunting.

Our coaching clients include successful executives, members of underrepresented groups, entrepreneurs, ambitious leaders and purpose-driven professionals. Our deep knowledge of organisational dynamics ensures we are results focused, but we also understand the importance of matching the right coach to the right coachee – so the experience is enjoyable and worthwhile.

If you are considering the impact that coaching might make in your company, do make contact, we’d be happy to discuss with you.

An overview of D&I Training and Coaching

Diversity, Inclusion, and cultural change are all interconnected concepts that are crucial for creating a positive and equitable workplace environment.

Diversity refers to the representation of different types of people in a group or organization. This can include differences in race, gender, age, ethnicity, religion, sexual orientation, and more. By having a diverse workforce, organizations can benefit from different perspectives and experiences, leading to more creativity and innovation.

Inclusion involves creating an environment where all employees feel valued, respected, and included. This means ensuring that everyone has an equal opportunity to participate and contribute, regardless of their background or identity. Inclusion also involves actively promoting Diversity and ensuring that all employees feel safe and supported in expressing their unique perspectives and ideas.

Cultural change involves transforming the values, beliefs, and behaviors that are deeply ingrained in an organization. This can involve changing systems, processes, and behaviors to align with a more inclusive and equitable vision. Cultural change is often a gradual process that requires a sustained effort over time.


Unconscious bias, psychological safety, and inclusive leadership

Unconscious bias refers to the automatic, unconscious beliefs and attitudes that people hold about others based on their race, gender, age, or other characteristics. Psychological safety refers to the feeling that individuals have that they can speak up and express their opinions without fear of retribution. Inclusive leadership is the practice of creating a work environment that values Diversity and encourages participation and collaboration from all employees.

These concepts work together in that creating a psychologically safe work environment is essential for combating unconscious bias and promoting inclusive leadership. When employees feel safe to speak up and share their ideas, it can help to overcome biases and create a more diverse and inclusive work environment.


Types of bias

  • Affinity bias: This is the tendency to favor people who are similar to oneself in terms of background, beliefs, or experiences.

  • Confirmation bias: This is the tendency to seek out and interpret information in a way that confirms one's pre-existing beliefs.

  • Halo effect: This is the tendency to assume that someone who is good at one thing is good at everything. The opposite effect is called the Horns effect.

  • Stereotyping: This is the tendency to assume that all individuals from a certain group have the same characteristics or abilities.

Where bias can have an impact on hiring and promotions


Bias can have a significant impact on hiring and promotions, as it can result in qualified candidates being overlooked or passed over for opportunities based on their race, gender, or other characteristics. For example, affinity bias can lead hiring managers to favor candidates who are similar to themselves, while stereotyping can lead to assumptions about a candidate's abilities based on their background.


Diversity & Inclusion training and coaching – to support you moving towards Cultural Change

Diversity and Inclusion training and coaching are both effective ways to promote Diversity and Inclusion in the workplace, but they serve different purposes and have different approaches.

Diversity and Inclusion training typically involves group sessions or workshops designed to educate employees on Diversity and Inclusion concepts, identify and address unconscious biases, and provide strategies for building more inclusive workplace cultures. This type of training can be effective for providing employees with the tools and knowledge necessary to promote Diversity and Inclusion, but it may not be tailored to each individual's specific needs and circumstances.

Diversity and Inclusion coaching, on the other hand, is a more personalized approach to promoting Diversity and Inclusion. Coaching involves one-on-one sessions with a coach who can help employees develop a deeper understanding of Diversity and Inclusion issues, and provide guidance on how to address specific challenges that they may face. Coaching can be especially effective for helping employees overcome unconscious biases and develop the skills necessary to work effectively with individuals from different backgrounds.

Both training and coaching are valuable tools for promoting Diversity and Inclusion in the workplace, and organizations may choose to implement both to achieve the best possible outcomes.


Diversity & Inclusion training

There are various types of Diversity and Inclusion training that organizations can implement to promote a more diverse and inclusive workplace. Here are a few examples:

  • Diversity and Inclusion awareness training: This training provides an overview of Diversity and Inclusion concepts and the business case for Diversity. It can help employees understand the importance of creating a diverse and inclusive workplace and provide them with the tools to do so.

  • Unconscious bias training: This type of training focuses on helping employees recognize and address their unconscious biases. It can help individuals become more aware of the stereotypes and assumptions that they may hold about different groups of people, and provide them with strategies to counteract these biases.

  • Inclusive language training: This type of training teaches employees how to use language that is respectful and inclusive of all individuals. It can help to prevent unintentional harm or exclusion to employees from underrepresented groups.

  • Cultural competency training: This type of training helps employees develop the skills necessary to work effectively with individuals from different cultural backgrounds. It can help employees develop an understanding of cultural differences and provide strategies for building relationships with people from diverse backgrounds.

  • Diversity and Inclusion leadership training: This type of training is designed for managers and leaders and focuses on developing their leadership skills to create a more diverse and inclusive workplace culture. It can provide them with the tools to identify and address bias in the workplace, build inclusive teams, and promote Diversity and Inclusion initiatives.

  • Microaggressions training: This type of training aims to help employees recognize and address microaggressions, which are subtle or unintentional behaviors or comments that can have a harmful impact on individuals from underrepresented groups.

Ultimately, the type of Diversity and Inclusion training that an organization chooses to implement will depend on their specific needs and goals.


Diversity & Inclusion coaching

Diversity & Inclusion coaching involves one-on-one coaching sessions with employees to help them identify and overcome their biases, and to develop the skills necessary to create a more inclusive work environment.

Leadership coaching: This coaching focuses on developing the leadership skills necessary to create a more inclusive and diverse workplace culture. These are typically held via small group workshops to highlight key concepts and allow leaders the space to consider, reflect and challenge each other.

Career coaching: This coaching helps individuals from underrepresented groups navigate the challenges of their career progression, and to overcome any biases or obstacles they may face.

Executive coaching: This coaching helps executives become more aware of their biases and develop strategies to create a more inclusive workplace culture.


What approach should I take for Diversity & Inclusion training? The importance of aligning with a clear Diversity & Inclusion plan.


Aligning Diversity & Inclusion training to a Diversity & Inclusion plan is critical to ensuring that training efforts are integrated and aligned with broader organizational goals. Here are some steps to consider when aligning Diversity and Inclusion training to a Diversity and Inclusion plan:


  • Identify the goals of the Diversity and Inclusion plan: The first step is to clearly define the goals of the Diversity & Inclusion plan. This may involve conducting a needs assessment, gathering data on diversity and inclusion issues within the organization, and identifying areas where improvement is needed.

  • Define the desired outcomes of the training: Once the goals of the Diversity and Inclusion plan have been established, it is important to define the desired outcomes of the training. This may involve identifying specific skills, behaviors, or attitudes that employees need to develop in order to promote Diversity and Inclusion within the organization.

  • Identify the target audience: It is important to identify the target audience for the training, which may include all employees, managers, or specific departments or teams within the organization.

  • Develop the training content: Based on the goals of the Diversity and Inclusion plan and the desired outcomes of the training, develop the training content. This may involve developing presentations, case studies, interactive exercises, and other materials to help employees develop the necessary skills and knowledge.

  • Integrate the training with other Diversity and Inclusion initiatives: To ensure that the training is aligned with the broader Diversity and Inclusion plan, it is important to integrate the training with other initiatives such as mentoring programs, employee resource groups, and other Diversity and Inclusion efforts.

  • Measure the effectiveness of the training: It is important to measure the effectiveness of the training to determine whether it is achieving its desired outcomes. This may involve gathering feedback from participants, tracking changes in behavior or attitudes, and assessing the impact of the training on organizational outcomes such as employee engagement, retention, and productivity.


By aligning Diversity and Inclusion training with a broader Diversity and Inclusion plan, organizations can ensure that their training efforts are integrated and effective in promoting a more diverse and inclusive workplace culture.


Why Diversity & Inclusion training fails


Diversity training can be a powerful tool for promoting diversity, equity, and inclusion in the workplace, but it can also fail to achieve its intended outcomes. Here are some reasons why diversity training may fail:


  • Lack of leadership support: Without the support of senior leaders within the organization, diversity training may not be taken seriously or prioritized. Leaders need to be actively involved in promoting diversity and inclusion initiatives, and ensure that employees understand the importance of these efforts.

  • Lack of engagement: If employees are not engaged or interested in the training, they may not be receptive to the messages being presented. It is important to design training programs that are engaging, interactive, and relevant to employees' experiences.

  • One-size-fits-all approach: Diversity training that is not tailored to the specific needs and circumstances of the organization may not be effective. Different departments or teams may have different diversity and inclusion challenges, and training needs to be customized to address these specific issues.

  • Overemphasis on awareness: Diversity training that focuses solely on raising awareness of diversity and inclusion issues without providing specific strategies for addressing these issues may not be effective. Employees need practical tools and strategies for promoting diversity and inclusion in the workplace.

  • Lack of follow-up and accountability: Without follow-up and accountability, diversity training may not result in lasting change. It is important to monitor progress, measure outcomes, and hold individuals and teams accountable for promoting diversity and inclusion.

  • Resistance to change: Finally, diversity training may fail if there is resistance to change within the organization. Employees may be resistant to changing their attitudes or behaviors, or may not see the value in diversity and inclusion efforts. Addressing resistance to change requires a comprehensive approach that includes leadership support, engagement, and accountability.


Overall, to ensure the effectiveness of diversity training, organizations need to take a comprehensive and tailored approach that addresses the specific needs and circumstances of the organization, engages employees, and holds individuals and teams accountable for promoting diversity and inclusion.

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