Your challenge
Our solution
How we make it happen
By conducting our Inclusion Index and/or reviewing some of your existing data and insights and adding our deep understanding of “what works” in DEIB, we can help build the “case for change” from a DEIB perspective.
We’ll build a compelling narrative & presentation to secure buy-in for inclusive culture work, and set the scene of where your organisation is today and where it might be able to get to.
In our DEIB leadership commitment workshops we establish the organisational ambition, scope for investment and appetite for creating a diverse and inclusive culture. The 4-hour session provides a safe space for leaders to talk openly about how ready for inclusion they and the organisation truly are.
A bespoke workshop will be developed following the initial mini-diagnostic work, with questions around ‘what do you understand about DEIB’, ‘the current everyday business norms’, ‘what level of commitment does the leadership team want to have’, ‘what are your blind spots’?
If achieving better diversity in your organisation is a priority, we can conduct an audit of your employer value proposition and approach to candidate attraction and recruitment to assess strengths and areas for development. We will make practical, evidence-based recommendations to increase the diversity of your talent pipeline. We look at the broadest possible range of dimensions of diversity – not just protected characteristics – and support you to broaden the talent pool you draw from.
Ambitions for and commitments to DEIB can only be realised when leaders and managers play their part and role model appropriately. The first step to making this possible is ensuring that they understand the importance of DEIB from a business perspective, as well as the potential legal, regulatory, reputational & financial risks that can arise if DEIB is not properly embedded.
We can undertake a capability / maturity assessment to help understand the extent to which DEIB are understood and embedded, and then design a bespoke learning and development programme to equip leaders and managers with the knowledge, confidence and discipline to be inclusive.
We also have experience designing and delivering holistic DEIB-related talent programmes, including for emerging talent, female and other minority group talent. These programmes adopt a whole-systems approach rather than just being an L&D intervention, building an inclusive culture and working practices.
We design and deliver bespoke fit-for-purpose coaching programmes at all levels to helping to raise levels of self-awareness, decrease defensiveness and be more intentional about impact.
We are often asked to help “get underneath” the data from surveys or to facilitate a better level of understanding, by conducting focus groups or employee listening sessions. These tend to deliver better results than internally facilitating them, with our expertise in building trust and psychological safety.
We draw out key themes and make recommendations for how to progress, (e.g. co-creating a strategic framework for DEIB, shaping a comms and engagement plan, targeted development etc).
Some DEIB interventions fail to consider the potentially polarising nature of DEIB discourse. The key is to design an ongoing programme of awareness raising and education that meets people at their individual comfort level – with respectful debate and discussion and a compassion for the experiences of others, against a backdrop of not trying to persuade or preach.
Our interactive, engaging training covers a comprehensive range of masterclasses and interactive workshops on DEIB topics. We also run scenario-based experiential learning session to embed understanding.
Not all differences are visible to the eye. Understanding the different cognitive styles and neurological variations of your employees and potential future talent is an important part of creating a more inclusive workplace, leading to a more diverse talent pool and increased creativity.
We can provide a course that gives employees a foundational understanding of neurodiversity, empowering them to better recognise, respect and support neurodivergent colleagues and customers, and those with non-visible impairments and access requirements. We can also provide tools for employers looking to improve their environments and experiences for neurodiverse audiences.
In today’s world, it is essential that websites, apps and digital content are accessible to everyone, including disabled people. Digital accessibility ensures that people with various impairments – whether physical, sensory or cognitive – can navigate and interact with online platforms effectively.
We can guide you on the key principles of digital accessibility, introduce different assistive technologies and how they are used, and inform you on the most up-to-date key legislation.
There’s still many misconceptions and stereotypes around disability. We focus on debunking those myths whilst building participant awareness of different types of disabilities, the models and theories they need to know, and how – regardless of job titles or personal circumstances – we all have a responsibility to foster more inclusive, respectful and supportive environments and experiences for all.
Our consultants will help to build confidence and awareness, using practical exercises around etiquette and language use and ’how to guides’ rather than on-screen statistics. They will have lived experience of disability and/or neurodiversity, bringing these topics to life with real-life case studies.
How to get started
We help businesses of all shapes and sizes overcome their cultural challenges. To find out more, click the button below and we’ll be in touch.
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