Dare to be different
There’s a lot of noise around inclusion and diversity right now, with a million and one different opinions on what true workplace allyship looks like and how to achieve it.
For many businesses, the seemingly simple task of trying to work out how to begin building an inclusive culture is so overwhelming that it can feel almost easier to do nothing at all.
We hear you. So, let’s make it easy for you.
Diversity starts with Inclusion, and Inclusion starts with You. Think of it as DIY – Diversity, Inclusion, You.
There are enough organisations paying lip service to the Inclusion & Diversity challenges they face through running endless unconscious bias workshops and box-ticking exercises they don’t really believe in. And doing this work badly is worse than not doing it at all, because it does exponential reputational damage and reduces trust and confidence – not just amongst your own people, but also among those outside your organisation.
If your organisation is different, if it’s forward thinking, if it’s completely serious about creating meaningful and lasting change that positively impacts on its people and revenue, and if it’s not afraid to make mistakes trying, you’re exactly the people we want to work with
What is Inclusion & Diversity
We believe it’s impossible to create a sustainably diverse workforce if you haven’t first created a culture of inclusion. It’s why we always put Inclusion before Diversity in everything we do.
Let’s put that a different way.
Diversity is a state of being – your organisation is either diverse, or it’s not. To be the former, Inclusion has to be in the DNA of the environment in which Diversity is expected to grow.
The 6 Tenets of Inclusion
If you’ve got this far then we can probably assume you already know why I&D is important to every organisation. The big challenge is how to lead and implement the changes needed so it becomes a virtuous circle that delivers tangible benefit corporately and individually.
When you work with us, we’ll help you to find the right way to get the information you need in order to, engage with and build the confidence of everyone in your organisation.
Moving an organisation forward on its I&D journey often requires difficult conversations, the acknowledgement of uncomfortable truths, an appetite to make changes that may themselves present their own challenges, and a commitment to ensuring every voice is heard rather than simply listened to.
When you work with us we will advise, guide and support you in creating psychologically safe environments, where every individual is free to express how included they feel now, and what is needed to make them feel differently in the future.
When you work with us, we will arm you with the tools and processes you need, to be able to see any barriers to progress and to identify what's needed to overcome them.
It’s not enough to do the discovery work and analysis unless there’s also a clear and, crucially, visible commitment to implementing plans and processes that support organic change within the organisation.
Anything less than that will be seen – probably rightly – as tokenism, and there’s a risk that not finishing what was started will have an exponentially negative impact that puts your organisation in a worse position than when it began.
When you work with us, we will help you to develop a clear implementation plan, backed by effective internal communication and broken down into achievable steps over a realistic timeline.
And the good news is that these new behaviours will be an inherent part of your organisation’s DNA, modelled from the very top to the very bottom.
Part of our work is aimed at equipping your organisation with the review and monitoring skills needed to ensure I&D is always at the heart of your strategy.