Global construction companies Balfour Beatty and Carillion had formed a joint venture - BBCJV - to redevelop a major rail route in London. The project affected multiple communities and employed a very diverse workforce. It involved many people, and suppliers, from local communities.
One of many challenges faced by the JV was the creation of its own distinct culture (separate from parent companies and 'inputs' from many agency personnel).
An approach to equality, diversity and inclusion training - not just to satisfy the JV's contractual obligations, but to exceed the bounds of functional compliance.
azzur immersion – Our team of 6 completed a detailed induction and familiarisation process, site visits and staff meets. We attended the new starters' induction and conducted a series of interviews with key personnel, particularly on site. All this was fed into establishing final objectives, and used to inform programme design.
Programme – azzur's 'People Not Prejudice' programme focused on cultural development through Equality, Diversity and Inclusion (EDI). Approach shifted beyond legal compliance – establishing EDI principles as a core philosophy for the way people worked together and interacted with local communities.
The programme was highly experiential. Delegates were challenged to consider their own biases. Unconventional exercises to deconstruct stereotypes, explore language and test typical responses helped raise self awareness and shift attitudes and behaviours in the workplace, and the wider world.
More than 500 JV employees (directors, managers and supervisors) completed the programme. Directors and senior managers received additional support to workshop sessions in one-to-one coaching. This further explored behaviours and practices for developing EDI role-modelling within the business.
Outcome – feedback and evaluation was conducted at the end of each workshop and two months after the programme - through qualitative interviews and quantitative (online) research.
There has been significant progress in shifting attitudes and behaviours around EDI and relating to others/working together. A solid framework now exists for successfully inducting new people into the culture of the organisation, and sustaining positive focus around EDI.