Our Dignity Dinosaurs

Our Dignity Dinosaurs look to change behaviour rather than provide compliance training to achieve ‘the statutory defence’. The Dignity Dinosaurs are designed to work as a communications campaign – and can form part of face to face training/ briefings too. Each dinosaur focuses on behaviour that can amount to discriminatory treatment or harassment/bullying: stereotyping, practical joking, casual insulting or rumour mongering.

Practical Jokeraptor

Tends to hunt alone, a keen-eyed opportunist who camouflages its behaviour in comedy, but the sting can be painful.


Apparently quiet and passive in nature, but will seek to disrupt natural groupings by stealth.


Often found in pairs, can be clumsy in their habits, narrow-minded and short sighted.

Casual Insultersaurus

Keen to be in a herd, but competitive and willing to injure to impress. Can be insensitive to individual members in the pursuit of approval of the herd as a whole.

The focus is on the nature the behaviour and how hurtful it can be rather then a particular characteristic: Each dinosaur is equally capable of behaving badly in relation to any of the 'protected characteristics'-they are designed to demonstrate that the behaviours are harmful whether or not they are also discriminatory.

They therefore support a dignity at work message that extends far beyond the parameters of the law or a particular jurisdiction.

How our Dinosaurs change behaviours

To discuss how dinosaurs can help you, contact:Vicky Roberts
Phone: 07717 330231
Email: vroberts@vista-online.co.uk

Compliance training will set out the expected behaviour and the consequences for the individual.  It tends not to change behaviour and so may not manage the risk to the organisation or to the individual in terms of personal liability.

Training to achieve behaviour change requires a more complex intervention as it needs to address attitude, rather than simply develop knowledge.

According to research, to change behaviour you need to address the causes of the attitude:

  • Beliefs – ‘no-one gets hurts by a bit of banter’
  • Values – ‘you need to have a laugh at work to make it worthwhile’
  • Personal needs – ‘I need to be popular – or to cause a stir – at work’


Training and communications that change behaviour therefore need to address these drivers.

The stages of behaviour change

  • Not even considering changing
  • Ambivalent about changing - weighing the pros and cons
  • Prepared to change
  • Acts to change
  • Sticking with change