Our client and associate experience includes:
Central Scotland African Union
Chartered Institute of Personnel and Development
Chase OT (Dept. for Internation Development)
Children's Hospice Association Scotland
Culina Logistics (Muller
Edinburgh Chamber of Commerce
Energy Savings Trust
Facilitating Change Ltd
Ford Motor Company
GAM – Global Asset Management
House of Commons
House of Lords
Independent Living Fund
Investors in People Scotland
Julias Baer Investment Bank
National Institute for Health and
Scotland's Commissioner for Children & Young People
Scottish Agricultural College
Scottish Social Services Council
Scottish Enterprise & Highland & Islands Enterprise
Stirling Multi-Cultural Partnership
and various Civil Service departments and NHS
Primary Care Trusts.
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
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.