How Drama Brings EDI Training to Life
EDI training shouldn’t feel like a compliance tick-box—and it definitely shouldn’t be forgettable.
Yet too often, inclusion workshops fall flat. They’re overly theoretical, filled with slides, and lack emotional connection. That’s why at ted Learning, we’ve brought EDI to life using drama-based training—and the difference is dramatic.
Why EDI Training needs drama
Diversity, equity and inclusion are deeply personal and often emotionally charged topics. People don’t change behaviours because they’re told to—they change because they feel the impact of their behaviour.
Drama lets us:
- Make it real: We don’t just describe exclusion—we show it.
- Create empathy: By watching someone experience bias, learners connect emotionally.
- Start real conversations: People feel safer reflecting on what they’ve seen than what they might accidentally do.
What does drama-based EDI look like?
We script and perform short scenes that reflect common workplace behaviours, such as:
- Microaggressions
- Unconscious bias in hiring or meetings
- Exclusion from social or project groups
- Cultural misunderstandings
These scenes can be paused, rewound, and re-run. Participants can:
- Intervene mid-scene
- Ask actors about their motivations
- Try different approaches
This allows learners to explore EDI concepts safely, with no risk of embarrassment or shame.
What clients experience
We’ve worked with clients across sectors—from local government to high-end retail—who’ve used drama-based EDI training to:
- Launch internal inclusion campaigns
- Create psychological safety on teams
- Support leaders to spot and challenge bias
In one session with a financial services firm, a leader said: “I finally saw myself in that scene. I didn’t realise how often I’d interrupted or dismissed people until I saw it reflected back at me.”
What makes it different?
Unlike traditional EDI training, drama doesn’t lecture or shame—it invites dialogue. It encourages people to reflect, ask questions, and see themselves in the learning.
Because of that, the changes last longer. The behaviour shifts are deeper. And the team conversations that follow are more honest.
Outcomes you can expect:
- Greater emotional engagement
- Stronger understanding of inclusion principles
- Increased confidence in addressing bias or discrimination
- More respectful, collaborative workplaces
About the Author
Justin Smth Essex
Justin is the Group MD of Squaricle Group & the founder of ted Learning.
He specialises in designing and delivering training in customer service, equality and diversity, management fundamentals, team building & presentation skills.
Justin is the key account manager across our portfolio. He works with our clients to ensure the programmes we deliver are tailored to their specific needs and are dramatically different, engaging and fun. He works with the fantastic team at ted Learning to ensure everything we do is on brand and delivers what our clients and learners need.
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ted Learning Limited is not affiliated with or endorsed by TED Conferences LLC, TED Talks, TEDx, or TED-Ed. Any references to ‘ted’ on this website refer solely to ted Learning Limited, a separate and independent UK-based organisation specialising in drama-based learning & workplace training.
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