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Our Approach
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Did you know...?

2001 was the first time religion was included in the population census. A campaign on the internet (wrongly) claimed that if enough people put ‘Jedi’ as their religion it would receive official government recognition. Over 390,000 Star Wars fans did exactly that!

Source: Office of National Statistics

left quoteI have fought against white domination, and I have fought against black domination. I have cherished the ideal of a democratic and free society in which all persons live together in harmony and with equal opportunities.  right quote
Nelson Mandela


Our Clients
Our client and associate experience includes:

Audit Scotland

Caterpillar Logistics

Central Scotland African Union


Chartered Institute of Personnel and Development

Chase OT (Dept. for Internation Development)

Children's Hospice Association Scotland

Crown Agents

Culina Logistics (Muller UK ltd)

Edinburgh Chamber of Commerce

Energy Savings Trust

Facilitating Change Ltd

Fife Council

First Eclipse

Ford Motor Company

GAM – Global Asset Management

House of Commons

House of Lords


Independent Living Fund

Investors in People Scotland

Julias Baer Investment Bank

Mercedes-Benz UK

Premier Decorations

Wingland Foods

National Institute for Health and Clinical Excellence

Scotland's Commissioner for Children & Young People

Scottish Agricultural College

Scottish Parliament

Scottish Social Services Council

Scottish Enterprise & Highland & Islands Enterprise

Stirling Multi-Cultural Partnership

and various Civil Service departments and NHS Primary Care Trusts.

Case Studies

Using story-telling to bring diversity stories to the Edinburgh Fringe Festival.

2007 was the European Year of Equal Opportunities and Diversity Dynamics collaborated with other organisations such as Edinburgh Chamber of Commerce and the European Parliament to think about how to celebrate this in Scotland. Our contribution was Di's idea for 'Diversity Dialogues'. We collected stories about difference and diversity from a range of sources including examples shared by our many workshop participants. Di then scripted these stories into a series of dialogues under different themes such as Immigration in Scotland, Discrimination in employment and Being Disabled. Di gave the introduction and was one of the storytellers too. Our show lasted 45 minutes and played at a small appropriately named theatre - Diverse Attractions - on the Royal Mile. We were very proud to play our part in the European Year of Equal Opportunities.

Knitting diversity best practice into a modular management development programme for a motor industry client.
After conducting a diversity audit and reviewing HR policies and procedures for our client, we recommended implementing a modular development programme for all Line managers. We wanted to bring alive their employment policies and practices whilst promoting diversity best practice in all key management processes. Module one focused on Performance Management skills and general awareness of the diversity business case. We included forum theatre scenarios where actors played Line Managers and employees dealing with a typical performance management or diversity issue. Module two focused on recruitment skills and again we used actors to play candidates for practical interview sessions. Diversity learning was incorporated by exploring assumptions, views and prejudices that surfaced at each stage of the recruitment process. Module three focused on Developing Others and included input on different learning styles and motivation and practical sessions on coaching skills. Module four on Change Management continued the diversity focus by looking at different people’s reactions to change, coping strategies and ensuring inclusive communication processes.

Raising awareness about diversity and dignity at work in line with HR policies, equality schemes and the NHS improving working lives initiative – for a special health authority
Our client had already made substantial progress in developing their HR policies and equality schemes. The challenge was to bring this work to life and to ensure that both managers and staff had the skills to proactively embrace diversity in their everyday activities. In workshops and open forum events we included scenarios and case studies based on real life examples of bullying and harassment, and participants learnt about the skills and also the behaviour needed to effectively handle such cases. We used quizzes and self teach exercises to bring alive the business case, legislation and HR policies.

Moving from Equal Opportunities to a broader diversity approach for a supply chain logistics business.
For this client, we conducted a cultural audit and interviewed many internal stakeholders to assess their needs. As a result we developed a highly participative workshop full of fun and enjoyable activities to promote the message of valuing diversity to shop floor supervisors. We helped participants to see that diversity is something that relates to all of us and not just to ‘minority groups’. We used our ‘Identity Pie’ exercise where participants explore their own diversity makeup to understand how their own background and experience has shaped their view of the world. Most importantly, we assured participants that we were not going to dictate that they cannot have prejudices but that we would try and educate them to change their views and ultimately help them to ensure their views did not translate into discriminatory practices.


left imageOne day our descendants will think it incredible that we paid so much attention to things like the amount of melanin in our skin or the shape of our eyes or our gender instead of the unique identities of each of us as complex human beings. right quote
Franklin Thomas in Gloria Steinem, Outrageous Acts and Everyday Rebellions, 1983

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Conflict Management Skills workshop

“I really enjoyed this course and felt involved throughout. There are always going to be issues in the workplace but now feel I could deal with them more competently”

Quote from participant, 2006

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