Create a memorable event in 2016: Use our ‘Serious Games’ Workshops

54d20fd6-4800-4375-a94c-afc21664a823Our sister company InclusIQ have used this year to create even better versions of their ‘Serious Games’ for Workshops which are popular with the Law Society of Scotland amongst other clients. As training that is customisable, consistent for remote teams, and has the ability to use your own trainers, clients are liking our innovative approach. As Mhorag Sharpe of the University of Edinburgh Business School MBA programme said about the serious games workshop we ran for her on mentoring skills:

‘The mentoring game provided a springboard far beyond a normal discussion. The different pathways meant whichever way the group navigated, they found interesting learning points about what it takes to manage mentoring relationships. It was a fun way to frame the discussion!’
InclusIQ’s games have been developed even since their UnConferences and they’ll be piloting them with corporate clients for their internal teams and external clients in the New Year. InclusIQ will also be running games based workshops for membership organisations like the National Association of Women in Construction. If you are planning 2016 and think one of our serious games on any of the below topics could be an innovative event for your audience, get in touch.
  1. The New Normal: Managing Flexible Working
  2. Progression to Partnership: Overcoming Barriers to Gender Balance
  3. Widening the Net: Reducing Bias in Trainee Recruitment
  4. New Opportunities: Building the Business Case for Diversity
  5. Seeking Support: Making the Most of Mentoring

Even the man who coined the term ‘meritocracy’ thought it was a myth

A common question we get when we first engage with clients is this die-hard belief they already operate in a meritocracy – albeit one that inconveniently has too few ethnic minorities and women at the top. Meritocracy is the idea that the best people will always rise to the top. And we understand why it’s vital to hold onto the idea of meritocracy. If you are at the top of an organisation, or even rising fast – it’s deeply psychologically uncomfortable to think you may have benefitted from anything else […] Read more »

Pay Gap Myth: Women earn less because they choose lower paying sectors

It’s a long held myth that the gender pay gap is down to women’s ‘poorer’ occupational choices. While there are indeed more women in less well paid sectors, that doesn’t account for the gender pay gap. Is the answer simply in encouraging more women into higher paid jobs? Not quite. Harvard labor economist Claudia Godin explains in her paper ‘The Grand Gender Convergence’ that the pay gap is actually widest in some of the highest paying fields – and is worst in fields that demand presenteeism to reward workers. For example, in […] Read more »

University students post-2000 less empathetic than those studying in 80’s and 90’s

InclusIQ-iPad-intro-495x400

Talking about tough topics is all the harder if we can’t put ourselves in the shoes of others. In sessions with our clients we often ask ‘How do you think your boss is feeling when you say that?’ or ‘What’s your employee thinking when you do that?’. It’s part of the reason the ‘empathy walkthrough’ in our sister company InclusIQ e-simulations is so popular. At InclusIQ, we focus on empathy because it helps people understand colleagues and clients better, reducing miscommunications and boosting morale. It’s seems empathy is only going […] Read more »

If new mums fear for their jobs, is there hope for dads to take more paternity leave?

In April new expanded parenting rights came in with more generous benefits for fathers. This was ideally aimed at encouraging more new fathers to share a greater proportion of leave with mothers, but early data suggest take up has been dismal –  estimates ranging between 2-8% of eligible new fathers. While this is unexpectedly low, it shouldn’t be taken as a sign of a lack of interest –  more likely of a lack of incentive. With statutory pay (£139.50 per week maximum) being even lower than minimum wage (£234.50 per […] Read more »