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Of Completed Projects & Initiatives

Savania has developed, led, and implemented numerous people-related projects and initiatives covering various topics relating to people, organisational culture, and DEI.

Guiding employees to lead the design and development of an organisational culture based on shared values and behaviours.

Employee-led Organisational Culture Design

Developing a Volunteer Fair Treatment  Programme to help an organisation foster fair treatment through self-directed employee actions. 

Award-winning Anti-discrimination Employee Volunteer Programme

Guiding senior leaders through the necessary steps required to foster Psychological Safety and Trust in their divisions and teams. 

Psychological Safety Development for Leaders

Facilitating difficult conversations about microaggressions to develop shared understanding and positive attitudes within teams.

Team-based Microaggressions Discussion and Exchange Sessions

Involving disabled children and young people and their carers  in the design of digital and location-based services that meet their needs. 

Inclusive Participatory Design of Disabled Children's Services

Designing a fieldwork system and processes that are optimised to cater for diverse needs and promote inclusivity.  

Inclusive Design and Consideration in Fieldwork Engineering and Surveying

Savania worked with an organisation that was going through a significant merger after bringing together sixteen divisions from three separate operations into a single entity. The organisation requested Savania's help after realising there was an immediate and obvious cultural misalignment between the 16 divisions after the merger.

​He worked with the divisions by directly engaging all employees through a series of workshops and conversations to gather valuable insights into their core beliefs and values, and understand the behaviours and actions they wanted to underpin a new culture. 

​The result was the successful creation of shared values and the development of a unified culture which also respected the divisions' legacy tendencies. 

Employee-led Organisational Culture Design
A group of employees having a discussion
Employees having a discussion while sitting on colourful chairs

A large organisation requested a comprehensive assessment of their annual people survey results which showed an increase in cases of Bullying, Harassment, and Discrimination (BHD). Savania's assessment found that microaggressions underpinned most of the BHD cases in the organisation. ​

On further examination, Savania also realised there was limited understanding of microaggressions in the organisation, i.e. what they are and how to deal with them. 

Savania then proceeded to develop and run sessions to facilitate constructive conversations and participatory workshops within divisions on microaggressions. 

That led to a significant decrease in BHD and an increased understanding of microaggressions and the skills and knowledge needed to prevent and deal with them effectively across the entire organisation. 

Divisional and Team-based Microagressions Discussion and Exchange Sessions

Today, most land surveyors spend most of their time outdoors, measuring and collecting data on systems that send the data for storage on the cloud. 


Traditionally, in the United Kingdom, the profession has been mostly occupied by white males. The systems and field equipment have been designed with that demographic in mind. 

But increasingly, there are more women and people of colour becoming surveyors.

Savania worked with a large surveying organisation to redesign the surveying system and processes for inclusivity. 


The results were informative and transformative, enabling the organisation to widen its pool of potential employees and improve the diversity of the profession. 

Inclusive Design and Consideration in Fieldwork Engineering and Surveying
A female engineer wearing a hardhat, laughing while talking to a male colleague
Colleagues sitting at a table, discussing something

 A large organisation asked Savania to help reduce cases of bullying, harassment, discrimination, and exclusion.

 Working with a dedicated transformation program within the organisation, Savania set out to establish a group of volunteers who would act as informal points of contact for people experiencing challenges and in need of support and guidance. 

​ He helped to set up a Fair Treatment Ambassador Programme, with volunteers getting training on various topics like mental health, conflict resolution, microaggressions, etc.


The ambassador programme reduced the number of formal cases being reported to HR by half. The service worked as an intermediary to resolve issues before they advanced to the formal stages of complaints. The ambassadors also promoted positive behaviours and attitudes across the organisation. 

​The programme was a great success. It won an award at the annual sector awards in 2021. 

Award-winning Anti-discrimination Volunteer Programme

Savania was commissioned by a large public body in the UK to help kickstart a journey towards more psychological safety in the organisation. 

He worked with the senior leaders, directors and deputy directors, to develop a programme of work that would instil in the leadership lasting habits and behaviours that promote and build psychological safety in their respective divisions and teams. 

He organised and ran initial sessions with all the leaders and then followed up with one-to-one sessions and support over several months to make sure the leaders not only understood what psychological safety was, but also acted and behaved in accordance with its principles and implemented policies, procedures, and processes that foster psychological safety throughout the entire organisation. 

The result was a marked improvement in how employees responded to wellbeing and other surveys, indicating confidence in the leaders and managers and improved teamwork and collaboration. 

Psychological Safety Development for Leaders
Professional people mingling and talking at an official work event
A young boy with disabilities laughing happily

Savania led a programme sponsored by a local authority and the NHS to streamline how data from and about children and young people with disabilities could be used to plan services that would serve them and their carers best. 

For this work, Savania relied on inclusive design whereby he involded the children and young carers were closely and consulted them on every aspect of the programme. They led the way in developing a shared data approach, in choosing optimal location for services, and finally in the design of the services themselves. That included working with specialists to design digital access tools to enable children and young people with severe disabilities to use and interact with technology. 

The centres that were opened where in optimal locations for access, cost, convenience, and needs of the children and young people. And the services where designed to include a wide range of needs.

Inclusive Participatory Design of Disabled Children's Services
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