It very much depends! Please take a look at our most commonly requested programs here. 

The primary difference is that DFI is heavily directed at the overarching organisational levers that those with a strategic responsibility for inclusion have access to and can pull in service of equity upon leaving the programme. Meanwhile, while BIC engages with this too, it does so at a more localised level in ways that are within the spheres of influence of senior managers and other leaders of large teams.

Yes they absolutely can, though the focus of the programme is what those with a strategic responsibility for inclusion can do in service of equity within their organisation so assumes the participants have access to those overarching levers of change in a company.

Yes we do, though these are usually reserved for small charities/third sector/non-profits.

We do in specific situations, specifically where those leading on driving inclusion and equity at the strategic level of the organisation have engaged with our deep capacity building education in the first instance: our Design for Inclusion programme.

  1. First, we prioritise building internal capacity in organisations through our education so the right people have the skills and tools to navigate these issues, ideally without external support. As such, our consultancy operates in the format of critical friend and advisor when nuance and sophisticated analyses and action are required where the scope of the endeavour is beyond what our programmes support people with. Ideally after a Design for Inclusion programme an organisation won’t need FF to be involved (size and scale of organisation, dependent) because they have all they need.
  2. We avoid contexts where consultancy can be a substitute for organisations themselves doing the heavy lifting (by outsourcing the problem externally, which can so often be the case)
  3. In order for our consultancy to be most impactful with our client we need to be operating within a shared paradigm of our analyses of how inequities and oppression are reproduced in our organisational contexts, as well as a shared paradigm for what is possible within organisational contexts at our most ambitious too.

In the contexts when consultancy makes sense, at least two people leading the work on building equity in the organisation will have done our Design for Inclusion programme.

No, we do not. We don’t subscribe to the framing of ‘unconscious bias’ as our Chief Programmes Officer has written here.

  • We recommend that as a first step you see our education in action by attending one of our public introductory workshops, you can see them here. Up to 3 people per organisation/company can attend at a time (we include this limit so that as many people as possible can access these inexpensive opportunities to upskill themselves, when they may not otherwise be able to). This will enable you to see whether there is alignment in doing this work between your company and our approach.
  • Alternatively, you may wish to book in as a whole team of up to X people on a 2 hour introductory workshop on our automated booking system here so that more than 3 people can engage with our approach cost effectively in the first instance. 

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It very much depends on the duration of the education. We know that for action / solutions to be meaningful rather than superficial; impactful rather than ‘tick box’, people require a robust analysis of how inequities show up, are interconnected and are maintained. As such, while there are possibilities of micro-actions being taken after our introductory two hour workshops, for example, for someone to engage in more strategic action in service of equity, such as redesigning a compensation framework in your organisation, it would take a significant time investment.

Unfortunately we cannot. The shortest duration we can offer for an introductory workshop is 90 minutes, though we recommend 2 hours.

The actual level of ‘care’ a person has to bring about inclusion and the amount of time they are actually prepared to spend building their capacity so they can act in service of inclusion, are directly correlated. We have shorter duration workshops that we detail here. The point remains that if senior leaders will not prioritise their time for this, then it is the case that they do not care as much as they say they do. We dedicate our time to that which matters to us.

Our expert facilitators have a breadth of experience and are all trained in our unique pedagogical approach. They first and foremost have a deep commitment to anti-oppression work and profound intellectual skill and flexibility in analysing, exploring and taking action with respect to the interconnected inequities at the centre of our work.