Background 

Luxury clothing brand Stella McCartney, a leading brand in the market, was keen to offer their global leadership team training to equip them with tools and frameworks that could be immediately applied to making more equitable and inclusive decisions.  

Investing in these leadership skills training courses equips leaders with best practice frameworks and tools to use when making critical decisions and encourage a more consciously and ethically process. 

They aim to help participants make ethical, inclusive decisions by equipping them with a framework that assists them in systematically working through a set of essential questions about how different stakeholders will be affected by their choices if they move forward. 

This allows people from all walks of life to get involved and make an impact on something meaningful and contribute to value-driven change. 

Workshop Style

The recommended training aims to widen the team's range of skills when dealing with diversity, with three phases: understanding bias, learning empathy and setting an example.  

Phase two, Fostering Inclusion, is a review of what impact bias, privilege, and identity have on relationships. In contrast, the third and final phase is an accountability workshop that helps people have tough conversations. 

You can get interactive exercises that show how to develop your Trusted Top Ten. The program's purpose is to create a safe space for both employees and management to improve their ability to make good decisions.  

Furthermore, the talk will consider how to assess the impact, success, and accountability of D&I. It will also cover an overview of sexual harassment in workplaces, precisely Title VII protections against it.  

Finally, we'll discuss what employees should do if they experience or witness sexual harassment in the workplace.  

The training starts with an introduction about diversity and inclusion (D&I), followed by an exercise to list ten people you implicitly trust in all aspects of your life.  

This exercise helps participants think about what traits make someone trustworthy and identify areas where they may need improvement.  

It's important to note that these relationships don't have to be close friends or family members; they could be colleagues or mentors with whom you feel comfortable sharing personal information. 

Outcome

Feedback from the workshop was positive in that the team is receptive to implementing the skills they learned into their day-to-day jobs and manager styles. The group was able to work together more effectively after learning how each other works best and what type of feedback would be most helpful for them.

The group also liked receiving a list of resources, such as books, websites, etc., that could help them improve upon these newly acquired skills.