Case Studies

University of Bradford

• 
  

  Title:

  Equality & Diversity

  – Training for Managers

  Overall Aim:

  To identify cultural and behavioural causes for potential exclusion, either intentional or not, and to consider the role of management and leadership in creating a culture which supports all staff.

• 

  Details

  Collingwood were challenged to create a highly engaging and interactive training experience for 200 managers and leaders at the University. We delivered 7 half day events, working with a cohort of 30 at a time, held at the University.

  At the heart of the session were three theatre episodes. Here, we explored a challenging example of the escalation of a complaint and considered the roles, responsibilities, behaviours and attitudes by the key stakeholders within the scenario. This opened up discussion and sharing of practice that would ensure this situation didn’t come to pass in reality. Our facilitator challenged the delegates to identify practices that can lead to such an impasse, and what actions they needed to take on a daily basis to tackle these potential risks.

  There were opportunities for interactivity with the characters, such as hot-seating and Forum theatre, when delegates will got the chance to test out great practice by changing the action to create more effective and inclusive behaviours by our fictional managers and staff. This created a safe and motivational environment for managers to be creative and challenge traditional thinking.

• 

  Key Challenge

  Our work with the University identified beforehand that the real nub of the issue wasn't overt discrimination or prejudice. Rather, it was about equipping managers with the confidence and tools to tackle the difficult discussions. It's so easy to avoid, but if left, risks a more serious escalation.

  Our response was to focus on 'inclusive performance management'. There was a real 'light bulb moment' when delegates realised that strong and effective performance management actually minimises exclusion, and doesn’t foster it.

• 

  Outcomes

  • Delegates has identified the cultural and behavioural causes for complaints
  • They had developed and shared practices which balanced strong performance management with inclusivity
  • Delegates felt more confident in day to day performance management and in dealing with equality and diversity related issues

  "It was simply the best training I have ever had."

  Delegate