Training

All staff, teams and mixed groups

• Duration: half day in person or 2hrs online

• Focus:

  • What EDI means in an organisational context

  • Roles, responsibilities and boundaries

  • How inclusion, anti-racist practice and equity relate

• Teams leave with:
  A shared understanding of EDI and clarity about what is expected in role.

Staff, managers and recruitment panels

• Duration: 2 hours online

• Focus:

  • How bias shows up in everyday decisions

  • The limits of awareness-only approaches

  • Practical ways to reduce bias in decision-making with a focus on recruitment

• Teams leave with:
  Clear decision prompts and practical techniques that can be applied immediately.

2-hrs online or in person – Staff, managers, public-facing teams

A session that sets out a clear organisational approach to conversations about race.

Covers shared language, boundaries, in-role responses and when issues need to be escalated beyond the individual.

Teams leave with:

A repeatable response framework and agreed escalation routes.

2-hrs online or in person – Directors and Heads of Department

A session that clarifies leadership roles, decision routes and how inclusion sits within organisational processes.

Focuses on how decisions are made, communicated and followed through across departments.

Teams leave with:

A leadership decision route and clearer responsibility lines.

Half day– Trustees and governance committees
A governance-focused session examining inclusive practice, what that means for Boards and the relationship between Board, CEO and staff teams in delivering this work.

Covers inclusive chairing and meetings, areas of responsibility for boards, risk, reputation management and the distinction between governance and operations.

Boards leave with:

A clear oversight framework and defined governance responsibilities.

2 hours – Volunteers and supervisors

With a further 1-hr session with leaders to define scope

A session that sets out what the organisation expects from volunteers when working with visitors.

Covers in-role responses, signposting, boundaries and what volunteers should pass on to staff.

Volunteers leave with:

Clear parameters, consistent language and a straightforward decision route for visitor interactions.

2hrs – Online or in person

A session using a 5-stage model to examine current recruitment practice, identify barriers and strengthen both selection and retention.

Teams leave with a repeatable 5-stage recruitment framework and a Recruitment & Retention Template for internal use.

3 hours or full day – VE/FOH teams and managers

A session focused on responding to visitor behaviour, microaggressions and sensitive questions.

Covers practical language for common situations, when to step back, when to escalate, and recognising when an issue requires organisational rather than individual action.

Teams leave with clear decision points, an escalation route and practical language for use on the floor.

The flagship anti-racist practice training bespoke for each organisation and sector.

Full day or two half days – Programming, curatorial, learning and engagement teams

A session examining narrative responsibility, interpretation and involvement models.

Covers decision points, organisational boundaries and practical approaches to working with lived expertise.

Teams leave with:

Clear involvement routes, interpretation guidance and defined decision points for upcoming programmes.

Dialogue: Decolonisation in Your Context

Examines organisational histories, narratives and current practice to determine what decolonisation means for your organisation and where responsibility sits.

Dialogue: History & Acknowledgement Statements

Supports teams to draft or refine statements linked to history, place or purpose, ensuring accuracy, clarity and organisational alignment.

Language, Complexity & Public Messaging

Applies organisational principles to sensitive or high-profile communications, strengthening consistency, clarity and internal decision routes.

Dialogue: Department-Specific

Focused work with Programming, MarComms, FOH or Engagement teams to examine one live issue or decision, identify decision points and agree practical adjustments.

Dialogue: Organisational Readiness & Alignment

Examines readiness, risks and internal roles ahead of major programmes or organisational change, ensuring decisions are grounded in a clear organisational process.

Full or half day – MarComms, digital and interpretation teams

A session focused on managing public communications when work attracts scrutiny or public response.

Covers tone, responding to questions, escalation routes and communicating sensitive programmes of work with integrity.

Teams leave with: A consistent organisational voice and clear messaging routes.