Driving Lasting Cultural Transformation

ADUCE
Our ADUCE workshops are designed to drive cultural transformation within your organisation by engaging the traditionally passive majority, particularly men, alongside leaders and culture carriers in the journey towards true inclusion.Developed and refined over a decade, our methodology is battle-tested in even the most challenging environments, including those entrenched in ‘masculine culture’.

The program begins with foundational workshops and continues with ongoing learning for those becoming leaders in inclusion, supplemented by broader awareness intitiatives such as keynote talks, panel discussions and daring conversations.

 

Here’s how it works:

Part 1
Part 1 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
Part 2 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  • Challenge themselves and each other about outdated beliefs about meritocracy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
Part 3 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
ADUCE
18
42%
34%
24%
69%
41%
53%
53%
Objective

To create awareness at scale, across the company, division or department of the Lived Experience Gap and answer the questions about why should / how do we get everyone, especially men, to see the ‘what’s in it for me?’.

Attendees

Everyone in groups of up to 70 people.

Time

60mins – 120mins.

Location

In-person or virtual (not hybrid)

Outcomes
  • Broad awareness of the programme
  • Increased understanding of why inclusion matters
  • Recruitment of individuals to become role models or culture carriers.
Complementary Products

Keynote talks, panel discussions and daring conversations.

ADUCE
60
67%
25%
7%
88%
64%
73%
75%
Objective
  • Share their own personal diversity, equity and inclusion expereinces.
  • Understanding 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 realsing 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.
  • Co-create practical solutions for creating inclusive group and social situations.
  • Identify and share ideas on supporting a truly equitable employee experience.
Attendees

Volunteers from across the business, particularly those with leadership or managerial responsibilities or key change agents in employee resource groups (or similar) – max of 15

Time

2 x half days.

Location

Preferred in person or virtual (not hybrid)

Outcomes
  • Clear awareness of the lived experience gap and how to inspire others to become supporters of an inclusive workspace
  • Understanding and capability on how to be an inclusion leader
  • An aspiration to become a role model or culture carrier within the organisation
ADUCE
86
88%
11%
2%
98%
80%
97%
91%
Objective

For leaders (role models): To train, coach and support those at the top of the organisation to become active, authentic, knowledgable role models and to enable inclusion culture carriers across the whole of their company. 

For others across the organisation (culture carriers): To train, coach and support a group of committed people to become change agents with the recognition and authority to improve workplace inclusion. 

Attendees 

Senior leaders and volunteers across the organisation – max 15 – who have attended ADUCE Foundation. 

Time

For all: ADUCE Foundation + 1 initial half day workshop then 1-2 hours per month/quarter over the following 12 months. 

For culture carriers: Optional additional half-day/1 day for train the trainer workshops. 

Location

Virtual or In-person (not hybrid) 

Outcomes
  • Improved business performance
  • Improved leadership skills
  • Improved organisational inclusivity and the seed bed for diversity to flourish. 
Content

Making commitments to change and ensuring accountability.
Ongoing coaching clinics.

Deep dive sessions into further learning. 

Modules include:  

  • Calling out.
  • Inclusive hiring.
  • Building inclusive teams – development, promotion, rewards and managing flexibility.
  • Inclusive meetings, group situations & language.
  • Intersectionality and generational challenges.
  • Dealing with bullying and harassment.
  • Empathy in leadership and understanding men’s mental health. 

Additionally for culture carriers:

  • Running ADUCE engagement.
  • Train the trainer support for full ADUCE programme delivery (NB: requires trainers to be licensed).
  • Support for running internal keynote talks, panel discussions and daring conversations. 
FAQs

A. Our programmes are 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 beyond a simple gender focus

The programmes have been delivered on a global basis

Close

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.
Quotes
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