Welcome to Culture.
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Culture Dashboard Review and Development.
VARIOUS
“Organisational culture is made up of shared values, beliefs and assumptions about how people should behave and interact, how decisions should be made and how work activities should be carried out”.
Understanding and investing in the establishment and maintenance of a positive culture of working and employment is essential for effective leadership and fundamental to the success of an organisation Where organisations have effectively done this both the organisation and the individual employees thrive.
Strategies that are inconsistent with organisational culture are likely to meet with resistance and will be more difficult or even impossible to implement, while strategies that are in line with it will be easier to put into effect and more likely to succeed. It is also important to understand the existing culture of an organisation when thinking of introducing changes.
Culture Dashboard Review and Development.
The culture dashboard provides a framework for fact finding, discussion and forensic analysis, and is designed to cover all aspects of your culture:
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Vision, mission and values
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Context and environment
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Employee voice
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Communication styles
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Work life balance and wellbeing
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Infrastructure for discussion and decision making
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Organisational boundaries
This programme of opportunity and development can be run over a series of workshops or across 3 intense days of discovery and discussion.
Impact
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Improves interpersonal relationships
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Creates a healthier work environment: improves recruitment and retention
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Embeds high expectations and commitment amongst all employees
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Improves the effectiveness of communication
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Enables leaders to be more effective in their role
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Identifies current and potential barriers to growth and development
2
Diversity, Equality and Inclusion training.
VARIOUS
Diversity, equity and inclusion are essential values and practices for creating a fair and respectful environment for everyone and is a critical component of the workplace culture. While DEI training itself is not yet a legal requirement, employers must demonstrate their compliance with the laws that apply to them.
The Equality Act 2010 is to legally protect people from discrimination in the workplace and wider society, setting out the different ways in which it is unlawful to treat someone. Organisations operating within England, Wales, and Scotland must comply with this legislation. This protects individuals against discrimination based on nine protected characteristics. This means individuals must be protected from direct discrimination, indirect discrimination, and harassment relating to these characteristics. This includes job applicants and current employees.
Our DEI programmes provide organisations with a proactive way to meet these obligations, developing their workforce to understand both the legal framework and become more aware of their actions in valuing difference, whilst demonstrating legal compliance.
Level 1 training: a 3 hour, certificated on-line or face to face course suitable for all employees and volunteers. During the course all attendees will increase their knowledge and understanding of the nine protected characteristics and have the opportunity to explore, through scenario based activities, the importance of recognising how these might appear in the workplace.
Level 2 training: a 2 day, certificated, face to face course suitable for leaders. This course focuses on providing leaders with the tools needed to create and sustain a diverse workforce that is high-performing and part of an organisation which has an embedded culture of inclusion.
Impact
Following the completion of the course attendees will have:
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A clear understanding of the importance of equity, diversity, and inclusion training for legal and business purposes
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A complete knowledge of the board and director’s role in DEI
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The skills to develop an inclusive organisational culture
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The ability to critically assess structural inequality within your organisation
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An assessment of how equity, diversity, and inclusion influence attainment of strategic objectives
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A clear framework to create, review, and refine their organisation’s DEI strategy and delivery plan
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The key success indicators and change milestones to assess the impact and effectiveness of their strategy
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Enhanced knowledge, awareness, and skills to be a change leader for DEI in their organisation
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Clarity about the priority levels of actions to be taken- so what changes must be implemented immediately
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The ability to lead DEI strategically, and to evaluate the impact on the organisation as a whole and organisational objectives
3
Safeguarding Level 1: Introduction to Safeguarding (suitable for all employees)
3 HOURS
This course is written in line with Keeping Children Safe in Education (KCSIE) 2025.
Anyone who works or interacts with children and/or their families must understand their safeguarding responsibilities. Regardless of your occupation or how frequently interaction takes place, it is essential to know how to monitor the well-being of children, to be able to recognise when maltreatment may be taking place and to take appropriate action.
This Introduction to Safeguarding course provides you with the knowledge and skills required to effectively safeguard those young people, 0-25, in your care. It explains common types of maltreatment and how to recognise if they are happening, how to respond to a disclosure and how to deal with concerns about a child. A combination of written information, case studies and interactive activities will help you to feel confident in your safeguarding responsibilities.
By the end of the course you will be able to:
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Recognise the difference between safeguarding and child protection and why they are important
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Identify key legislation and the statutory framework which underpin safeguarding practice
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Recognise and describe the different types of child maltreatment
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Identify things that make some children particularly vulnerable
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Recognise and respond to concerns and possible signs of child maltreatment
4
Safeguarding Level 1: Introduction to Safeguarding Adults
(suitable for all employees)
3 HOURS
This Introduction to Safeguarding Adults training course will teach you about your responsibilities for safeguarding adults with care and support needs. You will learn about the relevant safeguarding legislation and the importance of safeguarding training for everyone that works with adults at risk.
This course will also teach you about the safeguarding process and how to respond to, report and record any concerns, as well as what happens after a referral is made and the common barriers that can prevent those involved from speaking out. Finally, you will learn about what happens once the Local Authority's adult safeguarding team have received the referral, the various stages that follow and some of the potential outcomes of the enquiry process.
By the end of this course, you will:
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Understand what safeguarding means and the responsibilities you have for safeguarding adults at risk
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Understand why safeguarding adults training is important for everyone within your organisation
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Have an awareness of which factors increase the likelihood of an adult being at risk from harm
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Know about the different categories of abuse, plus the potential warning signs associated with each type
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Understand how to respond appropriately to a disclosure from an adult in need and know what to do next
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Have an awareness of the safeguarding process and know what happens after a referral is made
5
PREVENT Training (suitable for all employees)
3 HOURS
This course gives you a clear and concise overview of the Prevent duty. You'll look at radicalisation and extremism in the UK and gain an understanding of how a vulnerable person could be drawn into extremist thought. You will consider signs that may indicate an individual may be vulnerable to, or be experiencing, radicalisation, how to respond to your concerns, and how Prevent and the Channel programme work in practice.
This course covers both the individual Prevent responsibilities for frontline workers, and sector-specific responsibilities. Case studies and scenarios are included throughout to give you useful opportunities to apply key learning.
By the end of the course, learners will:
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Understand what extremism and radicalisation are
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Understand how young people are radicalised and how extremist messaging can be spread
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Understand what the Prevent strategy is and what its aims are
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Understand what the Channel programme is and what its aims are
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Understand their own Prevent responsibilities
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Understand what sector-specific responsibilities there are with regards to Prevent guidance
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Know how to recognise potential signs of concern
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Know what action to take if they are concerned about a child, young person or adult at risk
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Understand what steps might be taken following a Prevent referral
6
Leading & Sustaining as Culture of Safeguarding
(suitable for DSLs, DDSLs and senior leaders)
3 HOURS
This course focuses on building a strong, proactive safeguarding culture within organisations that work with children and young people. Participants will explore the key elements that underpin effective safeguarding, including leadership, staff attitudes, policies, and communication. The training emphasises the importance of collective and individual responsibility, early identification of concerns, and promoting environments where children feel safe, heard, and respected. Through reflection, discussion, and practical strategies, the course aims to embed safeguarding into everyday practice, ensuring that it remains a continuous priority rather than a reactive process.
By the end of this course, learners will:
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Understand what an effective safeguarding culture looks like
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Have an increased understanding of the key elements of establishing and sustaining an effective culture e.g. leadership, staff behaviours and policy creation, communication and training
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Have a clear understanding of the areas of strength and those for development in their own organisation
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Created an action plan with time frames for further development
7
Mental Health and Wellbeing
1 DAY
Workplaces with a positive health and wellbeing culture are more productive one. Research consistently shows that when employees feel their work is meaningful and they are valued and supported, they tend to have higher wellbeing levels, be more committed to the organisation’s goals and, importantly, they perform better too. High levels of ‘employee engagement’ results in increased impact and organisational success.
“60 per cent of employees say they’d feel more motivated and more likely to recommend their organisation as a good place to work if their employer took action to support mental wellbeing”
This programme of development provides employers with the opportunity to audit, identify priority development areas and embed a positive mental health culture against the ‘Thriving at Work’ six core standards:
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Produce, implement and communicate a mental health at work plan that encourages and promotes good mental health of all staff and an open organisational culture
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Develop mental health awareness among employees by making information, tools and support accessible
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Encourage open conversations about mental health and the support available when employees are struggling, during the recruitment process and at regular intervals throughout employment, with appropriate workplace adjustments offered to employees who require them
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Provide your employees with good working conditions and ensure they have a healthy work/life balance and opportunities for development
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Promote effective people management to ensure all employees have a regular conversation about their health and wellbeing with their line manager, supervisor or organisational leader and train and support line managers in effective management practices
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Routinely monitor employee mental health and wellbeing by understanding available data, talking to employees, and understanding risk factors
Impact
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An increased level of transparency and accountability through internal and external reporting, including a leadership commitment and outline of the organisation’s progress on mental health: improved mental health and wellbeing across the organisation
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Clearer lines of accountability at Board or Senior Leadership level: increased strategic effectiveness and impact.
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An improved disclosure process which encourages openness during recruitment and ensures that all employees are aware of why information is required and that the right support is in place to facilitate a good employer response following disclosure: increased application and retention
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Increased confidence that the provision of tailored in-house mental health support and signposting to clinical help and signposting to clinical help is effective in meeting employee’s needs: improved staff attendance
Recommended: 1 day per each standard (dependent on the size of the organisation).
