We publish our latest thinking on diversity and inclusion on Medium and LinkedIn. Click these buttons to read our articles.
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: is all about understanding the importance of culture over tactics and how businesses can define and create their inclusive culture.
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 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: 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: 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: 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.
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.
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.Learn More
We are thought leaders on diversity and inclusion and speak regularly for businesses and conferences.Learn More
Analysing your data and generating insights is really important to defining your diversity and inclusion activities in order to make an impact that matters.Learn More
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 leaderLearn More
You can engage us to work on a specific challenge regarding diversity and inclusion that you’re facing.Learn More
As your coach, we work with you on a regular basis to achieve your personal and professional goals in diversity and inclusion.Learn More
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).Learn More
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.Learn More
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.Learn More