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"A brilliant experience for us all"

Employees watching and listening to a team member describe equality, diversity and inclusion in the workplace


Canterbury Christ Church University (CCCU) recognised that certain engrained behaviours and inappropriate language embedded in an established culture were adversely affecting relationships between (and within) teams in the Facilities Management Department.


The Director of Estates and Facilities at CCCU appointed us to develop and deliver a bespoke equality and diversity programme to tackle a range of issues and to support their ongoing leadership and management development programme.

The programme needed to engage staff from an extensive range of disciplines in an interactive way, with a focus on problem-solving.

What we did

We carried out extensive research via observations, focus groups, one-to-ones, and attendance at department meetings. 


We designed and delivered highly interactive training programmes, tailored for each department and faculty, involving actors presenting real situations from across the Department. We also developed a sustainability plan, to ensure the learning was ongoing and the equality and diversity agenda became part of the University’s fabric moving forward.


  • Equality and Diversity in the workplace

  • Recognising and valuing difference in staff and student

  • Building stronger, more effective teams promoting team work and shared values

  • Communication at every level

  • Building confidence at manager level in addressing inappropriate and poor behaviour

Delegates in open discussion about proactive plans to continue to demonstrate their shared values to build a stronger and productive team


  • All 350 staff members attended, including directors, promoting unity and collaboration

  • Feedback from word of mouth reinforced the success of the sessions

  • 98% of staff across the organisation rated their attendance as the best development training they have received

  • Implementation of direct actions, including the development of a ‘Voice Group’ to improve two-way communication on issues, concerns and ideas, and a shadowing programme for the management team

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