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Foreign and Commonwealth Office

 What

This case study examines ‘Making The Most of Difference’ (MMOD) a global experiential learning programme and culture change training programme launched by the Foreign and Commonwealth Office in the Summer of 2007. It has since been rolled out to 161 of its 261 overseas offices in over 140 countries, covering more than 5,000 staff. The training programme encourages the promotion of gender diversity from the perspective of employer,  deliverer of services and developer of foreign policy. It includes a one day theatre workshop, with pre and post preparation. It is designed to develop an appreciation of the organisation’s diversity policy and strategy, and relevant equalities legislation. It also addresses the nature and impact of inclusive and exclusive behaviour and how problem solving, creativity and service provision can be enhanced by making the most of gender difference. It also covers how to develop and action plan. The one-day interactive workshop is delivered to staff at their overseas workplace by a visiting team of facilitators and professional actors from the UK. It combines classroom learning with a series of organisation-specific scenarios on gender and other diversity areas. Where staff do not speak English the course is simultaneously translated. The scenarios, played by the actors, can be stopped at anytime to allow participants to discuss the issues, and possible solutions to them.

Why

The organisation has over 2,400 British expatriate staff deployed overseas in 120 countries. It employs over 10,000 local staff ranging from political and commercial officers to facilities management and maintenance  staff. Office effectiveness is highly dependent on understanding diversity and being able to demonstrate supporting behaviour. This is especially relevant when local society and cultural norms regarding gender equality differ to those of the UK, which could lead to tension in the workplace. In the organisation’s 2007 All-Staff Survey, only slightly above half of its locally recruited staff considered that they had been adequately trained to value diversity.

How

MMOD’s design, including the scripts for the theatre scenarios and the case studies, were informed by research with staff from all levels in offices in Africa, Asia, Europe and the Americas. This ensured the dilemmas acted out would be both credible and lifelike to participants.

Prior to the one day workshop participants are required to acquaint themselves with equalities legislation, the FCO’s diversity strategy and business case in preparation for a ‘University Challenge’ style team quiz at the workshop. All staff, from the Office Head through to support staff sit in the same ‘safe environment’ and talk about the impact of behaviours and attitudes and the  inclusive culture they would like in the office. For many participants, it has been a highly emotional and cathartic experience, which has left them feeling empowered to play a more proactive role in creating the inclusive  culture they seek at work. Follow-up work involves preparation of personal, team and office diversity action plans which are submitted to the Diversity Directorate for approval and guidance.
FCO

Foreign & Commonwealth Office

A Global Learning and Culture Change Programme

Contact: Julie Scott, Deputy Head, Diversity Strategy Unit

Email: julie.scott@fco.gov.uk

 

 

 

 

Impact

 

  • 92% of participants were either completely or mostly satisfied.
  • Many offices have drafted a formal Diversity Action Plan for the first time.
  • Feedback shows the programme has been successful in breaking down barriers between expatriates and locally recruited staff.
  • Women in many offices have said that MMOD has re-energised them and empowered them to move the agenda forward.