Here again change can take place at a procedural or at a whole person level. Often equality initiatives address personal awareness, knowledge and skills, the bottom left quarter of the Diversity Diamond. Such initiatives again have an effect but often this is limited. For example, the Metropolitan Police have had a great deal of equality awareness training but this did not help in the Stephen Lawrence case. So whilst these approaches can bring about limited change, they can be undermined by entrenched attitudes and feelings about men and women.
Transformative change is more likely to happen when such issues are addressed.
Be client-centred, and so start from the ideas, feelings and attitudes of the participants. Facilitate personal development for the participants. The sets take place over several months and can have a very powerful influence on participants' careers, what they do in their organisations, and how they think and feel in their work and personal lives. Raise participants' self-awareness in relation to equality and help them reflect on what they can do differently, through a mixture of challenge and support. They can then go back to the workplace, try out these actions, and use the set to reflect on what happened and make new plans.