Ardian - Diversity, Equity and Inclusion
The Challenge
Ardian wanted to build on previous learning around diversity, bias and stereotypes by helping colleagues recognise the more subtle behaviours that can affect whether people feel included at work.
Rather than focusing on obvious discrimination, the challenge was to explore the everyday comments, assumptions and workplace habits that can easily go unnoticed.
Within an international and fast-paced working environment, Ardian wanted colleagues to think more consciously about the impact of their behaviour, understand different perspectives and feel more confident speaking up when something did not feel right.
The aim was ultimately to help create a culture where people felt able to ask, challenge and have open conversations, rather than allowing small moments of exclusion to go unaddressed.
Our Solution
We created a 90-minute, face-to-face experiential learning workshop, using professional actors, interactive scenarios and facilitated discussion to bring realistic workplace situations to life.
The programme explored subtle examples of exclusion including:
- A female colleague repeatedly being interrupted and seeing her idea credited to someone else
- Colleagues switching language during a meeting and unintentionally excluding another team member
- Dismissive comments about a colleague experiencing mental health difficulties
- Assumptions about availability, working late and caring responsibilities
- Workplace social events where alcohol and evening attendance are treated as the norm
- The additional challenge of speaking up when the person whose behaviour you want to challenge is more senior
Delegates were not simply shown examples of “right” and “wrong” behaviour. Instead, they were asked what they would do if they were to witness these situations in their workplace.
Using a Four Corners exercise, participants explored four possible responses: Say Nothing, Address Immediately, Address Later or Seek Assistance. This opened up discussion about what stops people challenging behaviour and what constructive intervention can look like in practice.
Practical Takeaways
Participants committed to a wide range of practical actions following the workshops. Common themes included:
- Speaking up more when they notice exclusion, bias or inappropriate behaviour
- Intervening earlier, rather than remaining a passive bystander
- Being more mindful of their own words, actions and body language
- Considering the impact of behaviour on others, even where there was no intention to exclude
- Listening more actively and showing greater empathy towards colleagues
- Asking questions and trying to understand different perspectives before making assumptions
- Paying greater attention to unconscious bias and everyday workplace interactions
- Supporting colleagues and seeking help or advice where challenging directly may be difficult
- Taking greater responsibility for creating inclusive behaviour within their own teams and leadership groups