We will explore your needs together, to develop a sound understanding of your organisation and create the right blend of programme elements to deliver the outcomes you need.
There are many ways to get people talking… but conversations don’t exist in a vacuum. In matters of Equality & Diversity, and inclusive practice the challenge is to introduce new ideas while respecting existing knowledge. However critical it may be to challenging assumptions, as most will have to consider beliefs they rarely acknowledge, it important to respect people’s experience. Introducing new terminology can be a good way of inviting people to talk about old ways of describing things compared to new ideas.
Presentations are ideal for delivering information fast. For larger groups & invited audiences, they introduce an organisational or institutional perspective on the situation imposed on marginalised groups. I’d always recommend inviting people that work with the organisation, or benefit from its activities, because having them as partners will be beneficial to long-term change. Also, where money is tight, delivering to two or three partners not only cuts cost – but allows for joint action, the key to future work together.
Building a shared narrative between groups and departments is often key to extending good practice within and beyond the organisation. Where groups take their purpose for granted, having to explore existing ways of doing things to a different department can be helpful for both groups. Workshops allow more time for professionals to articulate their own understanding, making explicit what is often taken for granted.
Working with small groups, on a specific issue lends itself to in-depth reflection, followed by intentional action. Smaller groups provide safety, with opportunity for everyone to speak, in which people can question their own understanding and assumptions. Safe space is often key to brave conversation, where people can take time to listen, before leaping into action.
Supported conversation provides ways of building both understanding and confidence in the development of new idea. Giving people information is only a small part of helping them make sense of global, institutional and local matters. Developing fluency is key to being able to put in place strategies to counter, adopt or extend thinking and practice.
An inspiring day that helps participants gain a clearer understanding of disability equality, and what it means to become an ally. It will help to embed equality issues already considered in the context of good practice, by looking for ways of accommodating difference in practice. The Disability Equality programme, with its grounding in activism and Disability Studies, helps organisations create their own working definitions of disablism and ableism. These help add nuance and fluency to the storytelling within a community of practice and encourages more strategic intent in conversations about the prejudice, institutional discrimination and societal inequality imposed the disabled population. This helps people understand accountability as an acknowledgement of the Disabled people’s movement among other civil right groups. Viewed as a response-ability to D/deaf and Disabled People’s Organisations, adds their specific interests to the language of organisational accounts in specific ways. Addressing the legitimacy gap, by adding theory and the voice of a movement, to a willingness to raise awareness for individual experience.
“I have been surprised by how much this course has affected me. It has really made me question my attitude and to be truthful it has shocked me by the realisation that I have not fully appreciated the experience of people and to what extent they are disabled by society. Great exercises, especially the language session.”
Equality & Diversity
Our enjoyable programme shows you simple steps to ensure all people are fully respected and accommodated as equal members of the community and the organisation. Participants will discover that rather than being a legal nightmare, meeting Equality & Diversity requirements is an exciting challenge and a welcome tool for positive and beneficial change.
“The trainers were funny, witty, interesting and passionate about their subject in all the right places. Best training I’ve been on for a long time. Your style of delivery not only inspires me, but also challenges me in a very positive way. You obviously know your stuff! I like the way you encouraged me to talk openly. I’m sure that many more discussions will take place with my colleagues. I will walk through life using new eyes to look at the world – this training will impact on my personal development for years.”
Leadership – changing language and culture
Our workplace culture needs to change in order to ensure equality of opportunity for all. Therefore, understanding inclusive practice is fundamental to the good practice within any organisation. Furthermore, participation is a right to which we are all entitled, and one that organisations have a responsibility to make happen. Developed specifically for senior managers, for people seeking further development opportunities, this programme offers a step by step model that enables any organisation to build richer participation into daily life. At the heart of shared leadership is a need to understand it as collective capacity, not as personal role or status. This programme calls for people to defeat discrimination by increasing interaction with marginalised groups to strengthen their voice and decision-making power.
Well-being and social justice
We know that the gap is growing between those who flourish and those who do not, and the implications of disadvantage deepen over time. Designed to promote a clear understanding of the ideas underpinning sustainability. Without question, current practice incorporates elements that support wellbeing however new imperatives demand that schools clearly demonstrate inequality across the board. This programme allows learners to develop their understanding of the ideas underlying well-being and social justice and to develop excellence in practice without adding to their workload.