Technology and gaming industries are our niche. One of the biggest pain points that we have identified with our clients is the hesitancy to commit to Diversity, Equity and Inclusion work is directly linked to the anticipated workload.
Not everyone has a dedicated Diversity, Equity and Inclusion lead. Sometimes, your Human Resources staff cannot commit to the addition of taking this work in-house. Could you imagine if someone were to do this for you?
That’s where we come in.
With over 25+ years of collective experience in this sector, we design training that shows your team how to go to the edges. We understand that we are all different in how we communicate and understand things.
By turning differences into a competitive edge, you unlock innovation. You boost collaboration and drive better decision-making. Our approach is about creating inclusive cultures where uniqueness becomes a strategic advantage for growth and success.
So, if we were to design an inclusion training programme for a gaming company, this is what we would do:
Discovery: 30 minutes that change everything
This 30-minute call not only flies by, but also illustrates to our experts what your aspirations for this work are. We identify your key values, what may be stopping you and what is needed from us to reimagine the landscape of your Diversity, Equity and Inclusion initiatives.
We are able to paint a rough picture as to what we can support in cohesion with your budgets assigned to this work. Furthermore, we leave this call with a firm understanding of how to speak your language when it comes to this work.
Proposal: specialised to you and your workforce
Our experts work hard behind the scenes to put together a proposal that addresses your:
- Needs – what are you hoping to achieve from this work? How do you measure the success of Diversity, Equity and Inclusion initiatives?
- Barriers – what could potentially stop you from achieving your overall vision and mission? How can Edge Of Difference break down these walls?
- Building Blocks – what work have you committed to already? How can we build off of these initiatives?
- Big Picture – how does our proposal fit into your company’s overall mission? How can we ensure these initiatives are embedded, and not just an afterthought?
- Logistics – our expected timeline, costs and what is required from you!
Getting started: on your marks, get ready – GO!
Let’s say you committed to a £15,000 training plan with us…what could this look like?
- A Discovery Workshop – An immersive 2-hour workshop that takes your team to the edge, where real inclusion starts, and lasting change begins.
- X10 Trainings in a personalised action plan.
- An Activation Workshop – A follow-up, interactive 2-hour workshop that motivates your team to drive Diversity, Equity and Inclusion from the edges to the centre.
- A feedback and data document to evaluate your progress and identify your metrics for success.
In our recent report “Who Get’s To Play? Gender Equality in Tech and Gaming Companies”, we realise that the Technology and Gaming industries still have a long way to go to achieve Equity.
In the Technology industry:
- Gender pay gaps are a consistent pattern.
- Progression within companies makes these gaps even wider.
- There are some examples of companies’ progression towards becoming diverse and inclusive. But, not near enough!
In the Gaming industry:
- Women consistently earn less and remain underrepresented in top roles.
- Persistent pay, bonus and leadership gaps highlight structural barriers that limit progression for women in the industry.
Therefore, informed by the trends we’ve researched, we would deliver the following trainings to drive long-term and sustainable change:
- Edge Aware for entry-level, junior and senior positions: unearthing conscious and unconscious bias. Highlighting the psychology of how we make these assumptions. How this presents itself in the world of work, and in society, propelling us to challenge these biases.
- Edge of Inclusion: Anti-Racism: Knowing what we mean by racism and anti-racism. Understanding different types of racism and what racist behaviours look like.
- Allyship To The Edges: Understanding and defining what allyship is and isn’t. Embedding key concepts and terminology to set the framework for allyship.
- Conversations at the Edges: How to have conversations with people who are different to you.
- Difference Makes the Difference: Understanding and actioning on why diversity, equity and inclusion matter.
- Cultural Competency: Crafting a sense of belonging and radical inclusion for diverse cultures within workplace cultures.
- Hire Differently: Inclusive Recruitment for Leaders to reimagine the workforce that brings diversity, equity and inclusion from the edges, to the centre
- The Neurodiverse Edge: Understanding neurodiversity for employees and leaders.
- Safety and Trust From The Edges: Embedding tangible and measurable Psychological Safety efforts.
- Edge Effects: Inclusive Working for Teams; in the workplace, to hybrid and from home.
Before and after each training, our team works closely with EA to measure the impact of each session with evaluation surveys. From here, we are able to analyse closely and measure each result to benchmark against the proposed goals, mission and vision.
Discovery & Activation
To mark the start and end of your journey with us, we deliver one Discovery and one Activation workshop.
Each workshop gives qualitative insights into your current and then progressed Diversity, Equity and Inclusion journey and gives an opportunity for leaders to vocalise authentically their hesitations, observations and wishes when starting this work.
Like our trainings, each session is designed to be interactive and spark meaningful dialogues across departments, to ensure that there is full understanding, engagement and drive; for this is an organisational commitment, not a passion project after all!
What happens after the programme?
This fake case study would usually take between 6 to 12 months to deliver, and we find that long-term rapports are essential when establishing the building blocks of learning for your personal and professional development.
When a client is around the 75% completion mark, we start to discuss with leaders about how they intend to promote ongoing learning, with and/or without our support.
What we often ask our clients is, “When you are discussing your annual budget for the following year, are you also establishing how much is being allocated to Diversity, Equity and Inclusion?” because we know that investing in continued, scalable Diversity, Equity and Inclusion work is measurable, tangible and profitable.
