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The Inclusive Leadership Workshop

Welcome to the Inclusive Leader Workshop, delivered in partnership with the team at The Centre for Inclusive Leadership. Managers will be introduced to inclusive leadership and its importance in leading people at Sky.

Following this workshop, participants will be enabled to understand that:

Leaders determine the culture.

Leaders determine

the culture.

Diversity is not the same as inclusion.

Diversity is not the same as inclusion.

Workplace inclusion drives productivity and performance.

Workplace inclusion drives productivity and performance.

Workplace inclusion works best when leaders set the tone

Workplace inclusion works best when leaders set the tone and the entire organisation has accountability.

Inclusive leaders listen well, treat everyone equally well, lead with authenticity and seek value

Inclusive leaders listen well, treat everyone equally well, lead with authenticity and seek value from diversity by managing inclusion.

To support your learner journey, we have provided you with this action journal, for you to reflect on the content and to document your notes. This will become a personal reference guide as you continue to develop your approach to inclusive leadership.

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We will introduce and explain the core models and concepts that underpin our inclusive approach.

 

We facilitate open conversations that allow you the room to explore your personal experiences with this content. You experiment and put actions into practice back in the workplace.

 

We discuss and evaluate what you have delivered and evaluate your learning. You embed inclusive leadership as a day to day practice.

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Description

What happened?

Feelings

What were you thinking/feeling?

Evaluation

What was good/bad about the experience?

Analysis

What sense can you

make of the situation?

Conclusion

What else could you

have done?

Action Plan

If it arose again what would you do?

Gibbs’ reflective cycle

Contents

Throughout your journey, it is essential that you take the time to personally reflect on the actions that you will take, to ensure that you can create a more inclusive work environment at Sky.

 

Across the workshop we will be asking you a number of questions, for you to deeply reflect and to connect emotionally with this conversation, to personally contextualise your experience and finally, to help you cultivate a work environment that puts inclusion at the heart.

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To begin, ahead of the workshop, we would ask you to take a moment, to pause and reflect on what brings you to this conversation. We call this the five whys, the common reasons why we believe individuals and organisations alike connect to inclusion. From panic, pragmatism and paranoia, through to principles and performance, we simply ask In what way does this agenda matter to you personally?

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You will become accustomed to these reflective questions, designed specifically to help you embrace the language of inclusion and to support the empowerment of you and your teams, to manage inclusion and to seek value in diversity.

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In this action journal you will also find:​

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We look forward to welcoming you and your teammates to a fantastic journey ahead.

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Before we go any further, here is a quick word from the CEO of The Centre for Inclusive Leadership, Paul Anderson-Walsh to give you a bit of insight about what you can expect.

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THE SKY LEADER MODEL

For their peers and seniors, this looks like:

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Be Future Ready

Restless to change Sky for the better.

Combines big picture vision with a capacity for detail.

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Forward Looking
& Restless

For their peers and seniors, this looks like:

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Focus on What Matters

Considers external and internal customers before their own agenda. 

Quickly cuts through complexity to spot what matters and create insight.

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Customer Led
& Simplifying

For their peers and seniors, this looks like:

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Make Ideas Happen

Is not afraid to take risks or make mistakes to accelerate learning.

Focuses on results and consistently delivers.

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Creative
& Action-Orientated

For their peers and seniors, this looks like:

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Deliver through relationships

Creates positive energy. Asks others for feedback and listens to their ideas.

Collaborates beyond their own team. Helps others with their objectives.

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Collaborative
& Inclusive

For their peers and seniors, this looks like:

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Set an Example

Confident, but not arrogant. Does the right thing, not the easy thing.

Handles pressure and set backs well. Fuels resilience in others.

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Fair
& Responsible

Click here to download your learner journal. Once you have downloaded it you can bring it with you to the session. Please note the journal is for your personal use only.

A summary of the workshop
Leaders determine the culture

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Leaders are role models whether they choose to be or not; they set the tone for their teams and business.

Diversity and Inclusion are interdependent, not interchangeable words, and inclusion needs to be managed.

Diversity is not the same as inclusion
Workplace inclusion drives productivity

Inclusion allows you to get value from diversity.

Workplace inclusion works best when

Senior Leadership sets the tone; managers value diversity and manage inclusion, and when the entire organization has shared accountability.

How an inclusive leader leads

An inclusive leader listens, treats people equally well, is authentic, respects others and seeks to get value from diversity.

Hears:

In an inclusive organisation

people actually listen to others and to themselves.

Authentic:

In an inclusive organisation people feel psychologically safe enough to be authentic and foster authenticity in others.

Seeks:

In an inclusive organisation people seek value from diversity by managing inclusion.

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H

E

A

S

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Equity:

In an inclusive organisation

people treat one another equally well.

Respect:

In an inclusive organisation  people respect themselves and others for who they are and what they bring.

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