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Inclusive Managers’ Toolkit

Developed in partnership with MarshallACM this interactive e-learning programme is designed to build managers’ skills and confidence.

In partnership with MarshallACM we offer a range of e-learning programmes, including our inclusive managers’ toolkit. Aimed at middle managers across public and private sector organisations this new programme contains 12 mini modules grouped into three key areas:

E-learning concept with a teacher presenting online education program

Part 1: Technical Skills: Modules here include:  

  • What is Management: This module sets out the key differences between management and leadership, stressing how in the modern workplace we should really view these two concepts as inter-connecting on a ‘leader-manager’ continuum.
  • Recruitment & Selection: Conducting interviews: Like all human beings, managers in organisations have a tendency to hire people who are like them. This module helps managers to avoids unconscious biases by highlighting a series ‘hotspots’, as well as best practice tips when selecting and hiring candidates.
  • Team development – Being mindful of how work assignments are allocated: This module highlight they ways in which different types bias – affinity bias, halo and horns effect – can influence work allocation decisions. The module also proves best practice tips to avoids these biases.
  • Other modules included within part 1 include:

    1. Retention of diverse staff members
    2. Working collaboratively
    3. Conducting appraisals
    4. Conducting disciplinary procedures
    5. Managing team conflict

Part 2: Leadership Concepts: Module here including:

  • Developing employee motivation: According to Danial H. Pink, author of Drive: The Surprising Truth About What Motivates Us traditional approaches to employee reward have been dominated by financial reward. Management logic has followed a simple principle: The better an employee does on a task, the higher their salary and bonus. And the more money we pay our employees the more motivated they become to perform.

We at Vercida Consulting know that this traditional approach doesn’t work! A key lesson for today’s managers is simply this: If you want high performing team members, focus less on financial rewards and more on Danial H Pink’s three factors:

  • Autonomy: A desire to be self-directed
  • Mastery: The desire to be better
  • Purpose: Research has shown that the key driver to higher engagement and organisational performance is to encourage employees to find and express their purpose
  • Using emotional intelligence as a tool of good management: This module explores Daniel Goleman’s five key elements of Emotional Intelligence:
  1. Self-awareness: Including being aware of your own emotions and how these play out within a work context
  2. Self-regulation: Managers are often placed under high levels of stress. A key element of emotional intelligence includes being able to express your emotions in the right way
  3. Motivation: Daniel Goldman suggests that Managers and colleagues with high levels of emotional intelligence are motivated by intrinsic factors such as autonomy, mastery and purpose
  4. Empathy: Managers who are empathetic have the ability to put themselves in the shoes of those who they manage
  5. Social skills: In the modern workplace that is often defined by diversity and difference effective managers must be able to adapt their own style in order to interact with all of their employees

Developing trust between managers and leaders: Here we draw on research from the Centre for Neuroeconomics Studies which seeks to explore why individuals trust each other and the relationship between trust and employee engagement. This research has profound consequences for how managers think and act in today’s modern work environment. This work has identified 8 management behaviours that foster trust between employees and how these can be utilised to create high performing teams.

Part 3: Managing Behaviour: The key module here includes:

  • Managing Inappropriate Behaviour: There are often occasions when managers hear or witness inappropriate behaviours at work. There are also times when managers have to deal with toxic This module explores the key differences between inappropriate behaviours and toxic behaviours within a workplace context and provide managers with practical tools to deal with these.

Our new programme is designed to be flexible in use:

  • Each Module is 10 minutes long
  • The programme contacts an inclusive management assessment questionnaire
  • Makes use of drama based videos

To review this programme please email us today at:


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Never off the shelf: Our D&I programmes are underpinned by research from 3 inter-connecting studies of human behaviour and decision-making: social psychology, neuroscience and behavioural economics.

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We assist our clients to embed diversity and inclusion within their businesses by: Undertaking diversity audits and developing inclusion strategies; conducting policies reviews and by de-biasing and inclusion proofing organisational decision-making frameworks.

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As the global business landscape changes as does the need for a new inclusive style of leadership. We support our clients to drive business performance through the development of inclusive leadership using a range of leadership development programmes and assessment tool.

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Assessments and tools

Our range of assessments and tools are designed to help our clients to develop individual self-awareness and team effectiveness through behaviour change and system re-design.

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Book your free consultation today!

Are you at the start of your diversity and inclusion journey? Or perhaps it’s time to evaluate success to date? It may be time to fresh your diversity and inclusion strategy, review your leadership and inclusion training provision or de-bias your decision making processes. Simply fill out the form below and one of our D&I experts will be in touch.

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