One of our core values is ‘Respect for Diversity’ which is central to the work that we do with people in organisations. We have designed and delivered a range of workshops for many organisations in the areas of diversity and cross-cultural diversity as outlined below. ODRL fundamentally believes, recognises and acts upon the principle that individuals are entitled to be treated with respect and dignity in their everyday working lives. ODRL is committed to achieving a working environment which provides equality of opportunity, leverages on the diverse talents of individuals and is free from unlawful discrimination on the grounds of race, colour, nationality, ethnic origin, gender, marital status, disability, religious beliefs, age or sexual orientation and any other grounds that cannot be shown to be justified.  

Examples of Diversity Programmes are described below: 

Diversity Programme – Local Government

Designed and conducted diversity programmes for middle and senior managers in the organisation. This was offered on an ongoing basis for four years.  

Impact Assessment - Police Forces (Culture Surveys)

We have conducted 6 cultural surveys for Police Forces; in the design of the survey and the methodologies used to collect qualitative data the Forces carried out an impact assessment internally. The Diversity units were closely involved in the whole process.  

Impact Assessments – Local Government

We conducted an impact assessment of the selection methodology to be used for selecting managers for their new roles as part of a change programme.  

Implementing Diversity - Car Manufacturer  

Helped the organisation to implement the core elements of diversity in the workplace to develop an open and inclusive culture. The organisation is made up of five car manufacturers based in various regions of the world.  

Working with Diversity - International Development  

The aim of the training programme was to develop an in-depth knowledge and understanding of diversity and its impact on communication and working practices. The programme also took into account personal development issues in order to deal with ‘differences’ positively. Furthermore, the programme covered skills to develop open communication processes and assertion to deal with differences effectively. In WHO, this programme was tailored both for the top team as well as managers and staff members at WHO. The process started with the top team and was then rolled out to various levels within the organisation.  

Cross-Cultural Working -Oil Company

Designed and conducted several workshops for senior and middle managers in the retailing side of the business. The programme was designed to gain a better understanding of diversity in working practices amongst employees and also to influence the selection process/methodologies.  

Cross-Cultural Training -Automotive Parts Manufacturing  

Designed a ‘train the trainer’ pack for in-house use presenting national cultural dimensions that come into play in managing and motivating people. The training material was specifically designed to equip managers to work effectively with Eastern European countries. The emphasis was on examining specific cross-cultural competencies related to communication and interpersonal relationships.  

Harnessing Diversity - Clothing Manufacturing

Designed and conducted training for managers due to be posted in the Far East to manage manufacturing outlets for a major UK retailer. The focus of the training was to highlight national cultural dimensions, how the national culture of the UK differs and the strengths of working together with Far Eastern cultures.   

Cross-Cultural Management - Banking

Designed and conducted a training programme for senior managers responsible for the Africa region. This was followed by one-to-one coaching to meet the needs of individuals. 

Cross-Cultural Management – Utility

Designed and delivered a training programme for managers who were about to take their first posting overseas. The process involved exploring specific issues involved in working with various countries (India, Pakistan, and China) in terms of management styles and training and development of staff in health and safety matters.