The opening film is a provocative introduction to the subject of unconscious bias (UB). The Group took the brave decision to tell it like it is, and grab learners attention with a warts-and-all intro, putting the responsibility to tackle this difficult issue firmly onto the viewer.
The objective of the film was to show their employees that even though people are at different life stages, they can still all come together and connect to create something amazing. Ultimately this would also create an environment that makes their employees question their own thinking and make an effort to value everyone around them, regardless of which generation they come from.
The film was a call-to-arms to embrace and promote the programme for the long term and get more young people recruited through internships, business start-ups, and graduate recruitment. Its simplicity and effectiveness drew some really positive feedback from the client and audience alike, and numerous language versions were created.
Lloyds Banking Group’s Inclusion and Diversity team commissioned us to make ‘Take A Second’. Understanding that despite all the mechanisms in place, workplace friction still persists, and was recognised as a brake on success. This mandatory video-led learning programme was made with a simple aim; to encourage employees to be more mindful of other people’s feelings even when under pressure. There are some great metrics around this project that we can share.
We have just completed this – the follow up to the multiple award-winning e-learning module above Take a Second – so no pressure! There was more of a challenge here as the bank wanted to address micro-inequities where people cause exclusion or offence inadvertently. There is inherently less drama in these situations and we needed to think about a way to bring them alive and get people to think about their own behaviour. Initial response to this mandatory learning have been very positive.
Diversity and inclusion is seen as an important driver of success at UK Power Networks, but there are barriers to their people acting inclusively. One of the biggest is also one of the hardest to address – unconscious bias (UB). They want their people to be mindful of their bias, and take steps to avoid acting on it.