ADUCE

Driving Lasting Cultural Transformation

Our ADUCE workshops are designed to ignite cultural transformation within your organisation by actively engaging the traditionally passive majority, particularly men, alongside leaders and culture carriers on the journey toward true inclusion. Developed and refined over a decade, our methodology has proven effective even in the most challenging environments, including those deeply rooted in ‘masculine culture.’

Change does not happen overnight. It will take time.
But if not now, then when? If not you, then who?

ADUCE
ADUCE Promoter Score

There are typically two types of attendee for the programme.

Senior Leaders

First, there are senior leaders who want to become role models for demonstrating inclusive leadership behaviours but do not necessarily have the bandwidth to manage day to day transformation.

Culture Carriers

Second, there are culture carriers who are usually working below the executive ranks but have strong influencing skills up and down the organisation that can implement the transformational approach to reach a wider section of the overall company.

There are typically two types of attendee for the programme.

Here’s how it works

Part 1 (AD)
Part 1 (AD) DA

Awareness & Desire

This is a foundational workshop where participants:

  • Share their own personal diversity, equity and inclusion experiences
  • Start to understand how the “lived experience gap” creates additional barriers for under-represented groups
  • Discuss how all of us, no matter how well intentioned, make accidentally sexist (and similar) mistakes without realising we are doing it
  • Build an understanding of the journey to inclusive leadership and what motivates and demotivates our colleagues from being part of it
  • Identify their own personal case for change and how they can influence others around them
Part 2 (UC)
Part 2 (UC) CU

Understanding & Capability

Building upon Awareness and Desire, this second workshop will enable participants to:

  • Challenge themselves and each other about outdated beliefs about meritocracy
  • Co-create practical solutions for creating inclusive group and social situations
  • Identify and share ideas on supporting a truly equitable employee experience, starting from when we look to hire them, through retention, development, recognition and reward (and all the steps in between)
Part 3 (E)
Part 3 (E) E

Embedding

Recognising that change cannot happen in a classroom, the embedding strategy is tailored for specific company needs. It aims to help participants:

  • Develop the skills on how best to call out non-inclusive behaviours
  • Identify role model behaviours that are expected of inclusion leaders
  • Agree commitments that they will make to implement change within their own teams and how they will be held accountable

A. Our ADUCE programme is designed for both men and women although some clients with a particular need have some men-only cohorts.

A. The programmes can be delivered in-person or virtual.

A. The programmes include options to go beyond a simple gender focus.

A. The programmes have been delivered globally.

In a nutshell, our approach isn’t just about raising awareness; it’s about driving lasting cultural change. With Men for Inclusion by your side, you’ll not only bridge the lived experience gap but also foster a culture where everyone feels valued, empowered, and included.

Benefits to participants

  • Enhanced credibility for senior leaders as champions of positive cultural change and inclusive behaviours.
  • Empowerment for culture carriers to act as trusted agents of transformation within the organisation.
  • Encourages self-reflection and equips participants with the confidence to challenge non-inclusive behaviours.
  • Provides practical strategies for fostering inclusivity within the organisation.
  • Deepens participants’ understanding of the value of inclusion, inspiring further engagement and advocacy.
  • Emphasises leadership development, helping participants evolve into more effective, inclusive leaders, managers, and colleagues.
  • Offers strategies for overcoming resistance to diversity and inclusion, ensuring lasting change.

Benefits to companies

  • Improved retention and faster career progression for diverse talent.
  • A more engaged, motivated, and happier workforce, leading to higher productivity.
  • Increased discretionary effort and innovation, enhancing products and services.
  • Cultivating inclusive leaders and managers reduces reputational risk and strengthens your corporate brand.
  • Gains wider recognition from clients, partners, and shareholders for diversity efforts.
  • Fosters a culture of openness, honesty, and psychological safety, leading to better decision-making.
  • Diverse perspectives are actively sought and valued, improving organisational effectiveness.
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Ready to inspire change?
Book an ADUCE workshop.