Transform Workplace Culture Through Experiential EDI Training

Impact of EDI training:

79% of people understood the importance of inclusive behaviours because of our training
88% of people found our programme of promoting inclusive behaviour valuable.
Our D&I training inspires action! 89% of participants commit to positive changes based on the shared goals and inclusive environment they define during the sessions.

Reactive organisational culture training, addressing issues after they occur, proves significantly more costly than preventative measures. The average workplace harassment claim can cost an organisation between £60,500 and £101,000, with legal fees often exceeding £81,000. This doesn't account for hidden costs like lost productivity (20-40 days per incident), management time (3-5 days), and team impact (20% productivity drop for weeks). Furthermore, employee turnover due to a toxic environment can cost 150% of the departing employee's salary.

Conversely, preventative training, costing an average of £80-£120 per employee annually, offers a substantial return on investment. Studies show that for every 80p spent on preventative programs, organisations see a median return of £1.86, a 25% reduction in workplace incidents, and up to a 500% ROI in the long term. Companies with structured prevention programs also report 28% higher employee engagement, 45% lower turnover, and a 31% reduction in compliance issues. Investing in a proactive approach not only mitigates financial risks but also fosters a more positive and productive work environment.

Maintaining consistent standards across organisational departments presents a unique challenge, especially given the diverse working demands of modern workplaces. We've observed this firsthand in organisations ranging from the Ministry of Defence and the Tower of London to the National Health Service, where some departments benefit from flexible work arrangements like working from home, while others require an on-site presence. This inherent difference can create a perceived disparity in working standards and approaches, making a universally applied policy difficult to implement effectively.

Our approach isn't about highlighting these differences as inequities within the organisation. Instead, we focus on navigating and working with these variations. We understand that a one-size-fits-all solution rarely works. Our expertise lies in helping organisations develop strategies that respect the specific needs of each department while still upholding core company values and standards. We help you bridge the gap between flexibility and consistency, ensuring a fair and productive environment for all employees, regardless of their work location or departmental requirements.

The effectiveness of drama-based training lies in the ability of making it bespoke which the CIPD recommends using as a training tactic. When training is bespoken to the individual and organisation it reflects their environment and makes the scenario observed instantly relatable and starts to negate the negative preconception and attitudes of “the training isn’t targeted at me so I won’t fully participate”. It creates an immersive experience, capturing the interest of participants instantly. The collaboration of participants allows them to become emotionally invested, getting involved and putting their skills into practice. Research indicates there is an 86% increase in learner engagement when people work together and 91% of employees who learn together are more successful.

A study was conducted to find out the lasting impact of experiential training compared to other learning approaches. The results discover:

Participants retained 10% of the information from being told;
Participants retained 32% of the information from being told and shown;
Participants retained 65% of the information from being told, shown and experiencing it.

Our Methods:

Immersive Research

Consult and involve staff/stakeholders/Board members
Familiarisation of your history/culture/aspirations/policies
Establish current culture and reality
Identify what you want/need to achieve

Consultancy meeting for the purpose of research and development

Deliver

Engaging, interactive and inclusive training
Challenging in a psychologically safe environment
Share

Collaboration in a psychologically safe environment

Devise

Feedback research findings to client
Design powerful and engaging programmes
Authentic script, real characters and scenarios
Intensive rehearsal and briefing of delivery teams

Embed Change

Develop sustainability strategies
Focus on action centred results
Building communication around feedback
Celebrate and embed

Reflecting the direction from consultancy and embedding change

Programme Components

Regent’s University London (RUL) recognised the importance of inclusivity and cultural awareness whilst promoting dignity at work, managing discord, and working collaboratively to optimise the work environment.

Read the full case study

Following the training sessions, a feedback and evaluation report is compiled to ensure the actions highlighted are embedded and the learning is sustained. The report is reflective of the lived experience and perspective of the participants and includes:

Issues, actions and concerns arising

Reoccurring themes

Consultative results and areas to be addressed

Voting results

Recommendations and actions

Participant feedback

Our reports are anonymous and compiled around individual, team, manager and organisation actions

Book a FREE discovery call

"The Garnett Foundation are a valuable training asset to the Armed Forces, the training they deliver for our Sergeants and soldiers is exceptional"

AGC Mil Trg Sqn