/training/clients

B and Q

Equality and Diversity at B&Q

“We have been delighted with CragRats from every aspect, with their professionalism, attention to detail, willingness to improvise and of course with the content of their presentation. We have received great feedback from delegates.”

Sue O’Neill, Diversity Manager, B&Q

/challenge

B&Q were eager to create a culture throughout their organisation which embraced the diversity of the society in which we all live, and in which their stores operate. The desire however was to go much further than simply ‘ticking the boxes’ stipulated by current legislation. More than an A to B procedural guide to diversity, B&Q aimed to encourage attitudes and behaviours amongst their workforce that fully supported their vision of a company which both celebrated difference, and actively encouraged awareness of the issues. Moreover, B&Q recognised the benefits that a diverse workforce could bring to their customers, and were keen to utilise; for example, particular language skills, in stores throughout the business. Sue O’Neill, B&Q’s Diversity Manager, employed CragRats to inspire managers from stores throughout the country to take personal responsibility for pushing forward the company’s diversity agenda.

/approach

B&Q wanted to communicate the messages to a large number of staff in a short timescale for maximum impact and synchronised roll-out. The presentation needed to be engaging, motivational, highly memorable and fun. Senior B&Q staff were to set out the diversity agenda and contextualise the issues, whilst CragRats’ role was to consolidate the messages by highlighting both the benefits of good practice, and the consequences of inaction.

Through close consultation with Sue O’Neill and her team, it was decided to devise a 45 minute presentation using a TV show format, illustrating scenarios where diversity went unrecognised and unsupported. In a brave move, Sue agreed to use the character of Ali G as the host of the session. This allowed the script to move away from the commonly held perspective of what constitutes acceptable behaviour in the workplace, and tackle some of the key issues in a very non politically-correct way. The aim was to provide a springboard for further discussion of the issues, and to open up these conversations enabling delegates to feel comfortable expressing their views on these sometimes difficult topics.

/results

• Delegates left the event with a clear vision of how diversity can benefit both the company and their individual store
• Key influencers returned to the shop floor as ambassadors with an understanding of the issues of diversity at a local level
• Diversity was celebrated and discussed openly, influencing behaviours and affecting perspectives in a meaningful way, rather than as a list of guidelines to be adhered to. The benefits of increased respect for diversity had been clearly illustrated, giving staff a picture of the positive outcomes associated with their increased commitment and effort towards the success of the programme
• B&Q’s vision for being a company that actively encourages awareness of diversity was realised

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