Diversity, Equality & Inclusion 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 Diversity, Equity and Inclusion training inspires action! 89% of participants commit to positive changes based on the shared goals and inclusive environment they define during the sessions.

Our Programme:

Discover the full potential of your training investment. While we always tailor every element, here are examples of high-impact components our Diversity, Equality, and Inclusion Training can cover:

Tackling Bullying, Harassment and Discrimination
Understanding and Mitigating Unconscious Bias
Empowering Active Bystander Responsibilities

We don't treat Diversity, Equality and Inclusion training as a compliance exercise. Our belief is that training must drive cultural change and that this first step is vital to getting the very best out of your most valuable asset - your people. That's why we create a truly bespoke programme designed to match your organisation's precise needs and goals. To help you navigate the essential areas your teams require—because you know them best—we have developed a comprehensive Programme Components Menu.

Download your Diversity, Equity and Inclusion programme menu here

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. They enlisted TGF for Diversity, Equity and Inclusion training. Read more below.

Read the full case study

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Our Methods:

FAQ's

01
Equality, diversity and inclusion are interdependent. Diversity is a fact, and reflects the range of people in your workforce, for example this might mean people with different gender, age, race, religion and neurodivergence etc… Inclusion is an act, it requires conscious effort and thought to ensure everyone feels valued at work. An example which we like is Diversity is being invited to the party and inclusion is being asked to dance. Equality treats contributions fairly. Following the party metaphor, everyone leaves having a nice time; whether they danced, chatted all night or enjoyed the food. Equity is ensuring that all the resources were available for them to enjoy themselves, music, chairs and a nice buffet to enjoy.
Read More In Our Blog
02
All our training programmes are bespoke and can include various elements of Diversity, Equality/Equity and Inclusion. However, we do believe a core element to this training will be to address individual’s unconscious bias. Unconscious bias isn’t something to remove from our natural instincts, however we do need to be aware as to what our individual unconscious bias may be and how this impacts our daily lives, decision making and potential professional/personal relationships.
03
04
There are many benefits to DEI initiatives in the workplace. Deloitte research highlights that some of these are:
> Increased innovation, inclusive cultures are six times more likely to be innovative and 1.7 times more likely to be innovative leaders in their market. > Better finance performance, Organisations with inclusive cultures are twice as likely to meet or exceed their financial targets. > Higher employee engagement, Inclusive teams outperform peers by 80% in team-based assessment and diverse teams are 87% better at making decisions.

Read More In Our Blogs

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.

After The Curtain Call: Your Training Toolkit

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

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"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

Diversity, Equality & Inclusion Training

Download your Diversity, Equity and Inclusion programme menu here

Our Methods:

FAQ's

What is the difference between, Diversity, Equality/Equity and Inclusion?

Will this training address Unconscious Bias, and how do we mitigate it in our processes?

How do we challenge inappropriate behaviour (like microaggressions) in the workplace?

What are the business benefits of DEI, and how do we measure its impact?

After The Curtain Call: Your Training Toolkit

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:

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