INCLUSIVE GROWTH

Future proof your business by creating a diverse workplace you can be proud of

ABOUT US


ABOUT US
Mildon empowers HR directors, diversity and inclusion leaders and senior business figures to create inclusive work cultures that they can be proud of. An inclusive workplace and diverse workforce enable your business to grow and for you to be seen as an employer of choice in your industry. We achieve this through our flagship Inclusive Growth Accelerator programmes, training, consultancy, executive coaching and series of talks.

We are thought leaders

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We publish our latest thinking on diversity and inclusion on Medium and LinkedIn. Click these buttons to read our articles.

The book


Future proof your business by creating an inclusive workplace today. Implement inclusive cultures and systems so that your business becomes diverse on autopilot. Create a business where everybody can thrive so that your business thrives.

The book
Our book is for Human Resource Directors (HRDs) and Diversity & Inclusion Managers (DIMs) who typically work in medium to large sized businesses. These HRDs and DIMs themselves understand the business benefits of a diverse workforce and inclusive culture. For example, greater innovation, better decision making and financial performance. However the challenges they face are:

  • Lack of people, budget and resource to effect change in their business
  • A disengaged CEO (or boss) on this subject or a CEO who intellectually understands inclusion but doesn't walk the talk (for example, not displaying inclusive leadership behaviours or paying lip service to the topic).
  • Frustration with slow speed of change toward an inclusive culture and a strong desire for inclusion to simply be a ”way of life” in their business.
  • They believe that their businesses current approach to creating a diverse workplace and inclusive culture is not sustainable in the long run. For example, not enough attention is being paid to intersectionality so parts of the workforce are feeling left out or left behind. Their business is taking a tactical approach (for example, running women in leadership programs to “fix women” rather than addressing the systemic bias).
In our book we explain  the inclusive growth system  that enables businesses to “hardwire” inclusion into their culture and infrastructure. This is a different approach than normal where other diversity and inclusion practitioners focus on tactical interventions like career development programs for women in leadership or unconscious bias training. Our model is designed to enable “inclusive growth” for your business, which could be profit, employee engagement, innovation, reaching new markets and more besides.  Our model is 7 C’s divided into the three E phases:

Establish
  • Clarity: is all about understanding why diversity and inclusion is important to the organisation, what kind of language you want to use so that it gains traction, how leadership will take responsibility and ownership for building an inclusive culture.
  • Culture: is all about understanding the importance of culture over tactics and how businesses can define and create their inclusive culture.
Evolve
  • Change: is all about treating diversity and inclusion like any other important change programme within the business. It’s about how businesses can effectively implement change.
  • Colleague Experience & Design: it’s all about taking design thinking and human centred design to re-engineer systems and processes to be more inclusive. This is the core of the model and really does help businesses “hardwire” inclusion into their organisation.
  • Cyber: is all about leveraging the power of technology, for example, artificial intelligence to create inclusive recruitment processes.
Enhance
  • Collaboration: is all about working with others in the industry from strategic partners to customers in order to create inclusive businesses. It recognises that organisations should not implement inclusion strategies by themselves or be inward looking.
  • Celebrate: is all about communicating inclusion successes and best practices across the industry, demonstrating how inclusive workplaces are to the public and prospective employees and promoting the employee value proposition.

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When it's published in 2020

Overview of our inclusive growth system


Inclusive growth does more than just sound good. It results in: Thriving and engaged employees and reduced attrition; Greater innovation with improved decision-making and problem solving; Being seen as an employer of choice in your sector and attracting new talent; Improved business reputation; Greater financial success.

Overview of our inclusive growth system
At the centre of every industry is an organisation that is renowned as a great place to work. You probably know these organisations because they:

  • easily attract talent.
  • are able to retain their people and keep them happy.
  • innovate at a high pace.
  • reach new markets and engage with their customers.
  • are publicly recognised as a great place to work.

These positives all stem from inclusive growth. To achieve inclusive growth you need to deploy these 7 best practices

THE 7 C's Explained


At the centre of every industry is an organisation that is renowned as a great place to work.

Clarity

Clarity: is all about understanding why diversity and inclusion are important to the organisation, what kind of language to use so that they gain traction, how leadership will take responsibility for and ownership of building an inclusive culture.

Culture

Culture: is all about understanding the importance of culture over tactics and how businesses can define and create their inclusive culture.

Change

Change: is all about treating diversity and inclusion like any other important change programme within the business. It’s about how businesses can effectively implement change.

Colleague Experience & Design

Colleague Experience & Design: it’s all about taking design thinking and user-centred design to re-engineer systems and processes to be more inclusive. This is the core of the model and really does help businesses “hardwire” inclusion into their organisation.

Cyber

Cyber: is all about leveraging the power of technology, for example, artificial intelligence to create inclusive recruitment processes. Or even something as simple as an anonymous Survey Monkey survey to understand the obstacles and speed humps your employees often face in their day-to-day work that affects their sense of belonging.

Collaboration

Collaboration: is all about working with others in the industry from strategic partners to customers in order to create inclusive businesses. It recognises that organisations should not implement inclusion strategies by themselves or be inward looking.

Celebration

Celebration: is all about communicating inclusion successes and best practices across the industry, demonstrating how inclusive workplaces are to the public and prospective employees and promoting the employer brand.

Begin the journey with a strategy workshop


Get started with an inspiring inclusive growth strategy workshop. Click on the boxes below to learn more. Contact us if you are interested in organising a workshop for your organisation.

Inclusive Growth Accelerator

Join a network of HR directors hardwiring diversity and inclusion into their organisations

We work with busy business professionals who have a lot of work on their plate. By joining the accelerator programme you are able to focus on the key things that will build an inclusive workplace in a shorter period of time. This ensures that you are allocating the right resources at the right time and so can make a difference that matters. website.

Services


In addition to our core Inclusive Growth Accelerator, there are a number of other ways we can empower your business

Learning and Development

We can create bespoke learning and development solutions for your organisation. This can be delivered on-site in lectures or workshops or remotely using webinars.

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Speaking

We are thought leaders on diversity and inclusion and speak regularly for businesses and conferences.

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Data analysis and insights

Analysing your data and generating insights is really important to defining your diversity and inclusion activities in order to make an impact that matters.

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Research and Design

Become your own thought leader on diversity and inclusion We research a diversity and inclusion topic and produce an asset (I.e. a white paper or sales brochure) that you can use to position yourself as an expert on diversity and inclusion or as a thought leader

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Consultancy

You can engage us to work on a specific challenge regarding diversity and inclusion that you’re facing.

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Executive coaching

As your coach, we work with you on a regular basis to achieve your personal and professional goals in diversity and inclusion.

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Solutions


Our tried and tested solutions can be deployed in your organisation quickly and easily

Unconscious Bias Training

Unconscious Biases are stories that we make up about people before we really get to know them. In this workshop you will understand how biases impact your decision making and what you can do to create a work environment where everybody can thrive (and if people thrive, the business grows).

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"Diversity Includes Everyone" workshop

Diversity includes everybody and it's everybody's business We need to stop putting people in boxes and recognise that individuals identify with multiple identities. Diverse teams improve performance, however, we need to focus on inclusion as well. Our day to day behaviours create a culture of inclusion By increasing our awareness of some core behavioural concepts like unconscious bias, privilege and microaggressions we can take small steps to being more inclusive which has a significant impact in the workplace.

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Disability Confident

We believe that organisations are sitting on top of a mountain of untapped value, however, they often miss it. Businesses already employ people with disabilities and long-term health conditions, however, due to a number of reasons these individuals lack confidence in disclosing their conditions. If only organisations knew more about the make-up of their workforce they would be better prepared to support their people and enable them to flourish. 16% of working age adults in the UK have a disability, however, underemployment is rife. There is a whole pool of untapped talent that organisations are failing to tap into. If businesses create cultures of respect and inclusion and are open to diverse talent and lived experiences they will benefit from such things as increased innovation, better problem-solving, employee engagement and customer attraction.

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Contact


  • Imperial Wharf, London, UK