Inclusive Management Programme
The manager development programme built for real workplaces.
10 modules. Practical frameworks. Built for UK SMEs and growing businesses.
Covering the full manager journey, from legal foundations to inclusive culture
In person, virtually live, or a blend of both
"Most managers know there is a law. They do not know how to start the conversation. TWIC replaces freeze with confidence."
About the programme
Inclusive management as everyday practice, not policy.
Inclusive Management is TWIC's flagship 10-module manager development programme, built for UK SMEs and mid-market organisations. It teaches managers to lead inclusive, lawful and confident teams, with EDI woven through every topic rather than bolted on.
The success measure is manager confidence on Monday morning. Not policy compliance, not knowledge transfer, not certificates. Confidence to handle the situation in front of you, with dignity and legal accuracy.
Who it is for
- Newly promoted managers in their first 12 to 24 months
- Experienced managers who have never had structured training in inclusion or difficult conversations
- Managers leading neurodiverse or disability-rich teams
- Managers about to handle a sensitive moment: probation, capability, harassment investigation, or return to work
- Cross-cohort cohorts: a mix of managers from across an organisation builds a peer network that survives the programme
The problem we solve
Most managers know there is a law. They do not know how to start the conversation. They freeze, delay, or refer up. The cost of that freeze is the next tribunal, the next quiet resignation, the next disabled colleague who waits six months for an adjustment that should have taken a fortnight. TWIC replaces freeze with confidence.
For managers
- A shared legal floor: knowledge of the Equality Act and how it applies to everyday management decisions
- Practical frameworks for difficult conversations, adjustments, conduct, and wellbeing
- Confidence to act, not freeze or refer up, when something sensitive happens
- A personal Manager Pledge with 90-day follow-up accountability
For teams
- Faster, lawful reasonable adjustments that do not wait for HR to chase
- Fairer conduct and performance processes that apply EDI awareness throughout
- A more psychologically safe environment where colleagues raise concerns early
- Inclusion built into hiring, meetings, recognition and offboarding, not just policy
For the organisation
- Reduced exposure to tribunal claims linked to disability, conduct, and harassment
- Lower regretted attrition from disabled and neurodivergent employees
- A peer network of managers who support each other beyond the programme
- Measurable behaviour change, tracked at 30, 90, 180 and 365 days
The 10 modules
Every module is a full day. Every day is a skill you use on Tuesday.
Each module runs as a full six-hour day, in person, virtually live, or blended. Take them as a complete programme or pick the modules your team needs most.
Foundations of Inclusive Management
"The mindset, the muscle and the legal floor."
Key outcomes
- Explain the Equality Act 2010 protected characteristics in plain English
- Spot direct discrimination, indirect discrimination, harassment and victimisation in everyday situations
- Use TWIC's first response framework when something tricky happens in the team
Why it matters
The way managers handle small moments is what people experience as inclusion. This module gives every manager a shared legal floor and a shared first response.
Inclusive Recruitment and Interviewing
"From advert to offer, fair and accessible."
Key outcomes
- Audit a job description for exclusionary or biased language
- Design a structured interview that limits bias and supports adjustments
- Use a fair scoring approach and avoid the "culture fit" trap
Why it matters
Most discrimination claims start before someone walks through the door. Widening the pool and replacing gut feel with structured assessment are some of the highest leverage changes a manager can make.
Onboarding and Managing Probation
"The first 90 days decide everything."
Key outcomes
- Design a structured first 90 days that includes belonging, not just task setup
- Run an evidence-based probation review
- Document onboarding and probation decisions properly
Why it matters
New hires either find their feet or quietly disengage in the first 90 days. A structured, inclusive onboarding cuts regretted attrition and reduces unfair dismissal exposure.
Reasonable Adjustments in the Workplace
"From 'I'm not sure what to say' to a confident conversation."
Key outcomes
- Use TWIC's adjustment conversation framework end to end
- Decide what is reasonable, with the right evidence
- Document the agreement so it survives manager changes
Why it matters
Failure to make reasonable adjustments is the most common trigger for tribunal claims linked to disability and neurodiversity. A confident adjustment conversation is one of the most valuable skills a manager can have.
Leading Minds: Disability and Neurodiversity
"Lead with strengths and support with confidence."
Key outcomes
- Apply the social model of disability and the neurodiversity paradigm in their team
- Lead from a strengths-based stance, not a deficit one
- Hold a strengths-based one-to-one with a disabled or neurodivergent team member
Why it matters
Around one in seven UK adults is neurodivergent. Leading well here is one of the highest leverage things a manager can do.
Difficult Conversations
"Hold the conversation you have been putting off, with clarity and confidence."
Key outcomes
- Use the SBI and CEDAR models to give feedback that lands
- Distinguish capability from conduct from underlying disability
- Know when to pause, escalate, or seek support
Why it matters
Most management problems get worse the longer you put them off. Managers leave with frameworks and the practice to handle the moment with dignity.
Managing Conduct and Performance
"When concerns become formal, fair process protects everyone."
Key outcomes
- Decide whether the route is informal, capability or conduct
- Run an investigation that follows the ACAS Code
- Apply EDI awareness throughout the process
Why it matters
Most disciplinary and capability cases that go wrong do so because the manager either skipped the informal stage or rushed the formal one. Strong process protects everyone.
Preventing and Responding to Sexual Harassment
"The new duty: prevention first."
Key outcomes
- Explain the preventative duty and what reasonable steps look like in your team
- Receive a disclosure with skill and follow it up properly
- Build prevention into team rituals, not just policy
Why it matters
From October 2024, employers have a legal duty to take reasonable steps to prevent sexual harassment. This is a culture skill, not just a policy skill.
Wellbeing, Mental Health and Burnout
"Support the team. Support yourself."
Key outcomes
- Spot warning signs of poor mental health and burnout in yourself and others
- Hold an open, non-clinical mental health conversation
- Look after your own wellbeing as a manager
Why it matters
Managers are the single biggest factor in employee wellbeing, but they are not clinicians. The art is staying in your lane while showing up well.
Inclusive Culture and Sustaining Change
"From training day to team rhythm."
Key outcomes
- Spot and respond to microaggressions without blame
- Build inclusion into hiring, meetings, recognition and offboarding
- Sign and use a personal Manager Pledge
Why it matters
A team's culture is the sum of small repeated choices. This module turns capability into team rhythm so inclusion survives a busy week, a manager change, and a quiet reorganisation.
How TWIC delivers
Four ways to work with us.
The programme is format flexible: delivered in person, virtually live, or as a blend of both. Every session is facilitated by a TWIC specialist - there is no self-directed element. The same module can run in any of these formats.
Full programme, closed in-house cohort
All 10 modules, delivered to a single client cohort of up to 8 managers. Builds a peer network that survives the programme. Modules can be run weekly, fortnightly or monthly.
[FULL_PROGRAMME_PRICE] for the full 10-module programme.
A la carte single modules
Pick the modules you need most. Common single module choices include Module 4 (Reasonable Adjustments), Module 5 (Leading Minds), Module 6 (Difficult Conversations) and Module 8 (Sexual Harassment, post Worker Protection Act 2023).
[MODULE_DAY_RATE] per single module day, in house.
In-house cohort, custom shape
Closed cohort of up to 8 managers, custom selection of modules to fit the strategic need. Includes a diagnostic consultation to align on priorities, sector, and any sensitive context.
[IN_HOUSE_COHORT_PRICE] for a closed in-house cohort of up to 8 participants. Modules priced separately.
Open enrolment programme
Individual seats on the open programme. Best for smaller organisations that cannot fill a closed cohort, or for managers in fast-moving teams who need the training before their next quarter.
[OPEN_PROGRAMME_SEAT_PRICE] per seat on the open programme.
Accessibility
Accessibility built in, not bolted on.
Accessibility is not an add-on at TWIC. It is built into every part of the programme.
Materials
- All written materials available in accessible digital formats
- Large-print versions available on request
- Colour palette and layout tested for colour blindness and low vision
- Plain English throughout, reading age assessed
Pre-work and resources
- Pre-reading available as audio as well as text
- No timed elements outside the facilitated day
- Participant workbooks designed for screen reader compatibility
- Advance sight of all materials available on request
Delivery
- Live captions available for all virtual sessions
- British Sign Language interpretation arranged on request
- In-person venues assessed for step-free access, hearing loops and accessible facilities before booking
- Session recording available for participants who need to revisit content
Reasonable adjustments
- Adjustment request process shared with all participants before the programme starts
- Individual adjustments handled with confidentiality by the lead facilitator
- No participant is expected to disclose a condition to receive an adjustment
- Post-programme check-in available for any participant who needs additional support
Ready to start
Book a diagnostic consultation.
A focused half-day session to align on what your organisation needs, agree the shape of the programme, and meet your facilitator. [CONSULTATION_FEE].
Email us at hello@theworkplaceinclusionconsultancy.com