Diversity Challenges

We believe that strong performance on diversity is inextricably linked to business excellence. It’s our priority to help your organisation realise this. That’s why we’ve come up with our own set of Diversity Challenges, designed to guide you to the services best placed to get you where you want to be.

Addressing your Diversity Challenges
  • How can we gain a competitive advantage through diversity best practice?

    • I want to know how we’re performing compared to the rest of our industry/sector.
    • We need to develop diversity in a way that delivers real value to the business.
    • We want to be recognised as an employer of choice.

    Competing for talent. Winning new clients. Delivering the best public services. Increasing your market share. Whatever your goals, diversity will make an invaluable contribution to business growth. Our diversity action plans drive change and support innovation. Together this will strengthen your position in the market.

    The Diversity in Business Accreditation is a recognised diversity standard. It provides independent verification of your diversity practice to prospective clients and employees. Or you can use our recruitment diagnostics to open up your pipeline to the best diverse talent.  

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  • How can we improve our diversity data capture and how we use the results?

    • I want to know/understand more about the diversity of our workforce.
    • I’ve collected lots of diversity data but I need advice on what to do with it.
    • We’re already running diversity programmes but I need to demonstrate their impact.

    Knowing more about your staff diversity profile is the first step towards diversity maturity. But encouraging individuals to tell you more about themselves can be a challenge. Confidentiality is a common concern for employees. And many will be unaware how their companies use the data. This is of course understandable given the discrimination some groups face at work. There are many ways of improving employee confidence in this area. We can help you create staff diversity networks, champions and role models to make diversity visible in all parts of your business. Or we can work with your senior people so that can articulate the value they place on diversity in the business.

    Levels of data disclosure can also be a key metric in the success of any diversity programmes you run. We can also work with you interpret this data. Because better data means better insight into your employee engagement, recruitment, retention and progression.

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  • How do we ensure our decision-making is fair and free of bias?

    • There are aspects of our decision-making that might not be equitable.
    • I want to make sure our recruitment and selection processes are fair throughout.
    • We want to harness the business benefits of more inclusive teams.

    We all have moments when unconscious bias may adversely affect our decision-making. Working under stress is just one example of when our field of vision can narrow. Unconscious bias training raises awareness of how this might be impacting your business.

    We believe that fair decision-making – like any skill – takes practice. Only then can we sustain it beyond the training room, and embed it into our everyday behaviours. Our training lets you experience the impact of unconscious bias at first-hand. Through a process of peer learning and reflection, we’ll work with your staff to identify their triggers of unconscious bias. We’ll then provide practical tools to overcome unconscious bias in their day-to-day work. We can also run courses for specific management processes, such as recruitment and selection.

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  • How do I ensure we are getting diversity right by law?

    • I need to be confident we’re meeting our legal obligations on diversity.
    • We need to meet diversity performance requirements set by our clients. 
    • I want to build the diversity capacity/accountability of our supply chain. 
    • I’m looking for a recognised accreditation for workforce diversity.

    Diversity compliance is critical to an organisation’s sustainability and governance plans. This is true irrespective of your sector or industry. Your company may be subject to the Equality Act 2010. Or your clients might now expect you to train all your staff in equality and diversity law. Either way, we can help. Our all-staff training courses are available face-to-face or online. And whatever your choice, we’ll tailor the course to your compliance needs.

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  • Where do I start when it comes to equality, diversity and inclusion?

    • I’ve been tasked with addressing diversity, but I need support in getting started.
    • I want to know how other companies are showing good practice on diversity.
    • I’m looking for the options available to me in diversity training, e-learning or consultancy.

    We often work with companies at the start of their diversity and inclusion journey. We can work with you to make an analysis of your areas of strength, as well as current challenges. In the short-term we’ll identify your quick wins. Looking ahead, we’ll explore the resources needed for more ambitious culture change programmes. A diversity roadmap will get the momentum going; a session with your senior team will focus minds on adding business value by building inclusive cultures..

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  • How can I engage our senior leaders with equality, diversity and inclusion?

    • Our senior leaders haven’t bought into the diversity agenda.
    • Our senior team want to pinpoint or articulate our business case for diversity.
    • Our senior people need support on diversity strategy and action-planning.

    We hold facilitated conversations with senior teams on diversity and organisational culture. These can be anything from one hour to a full day. Our facilitated away-days will speak directly to your critical business challenges.

    During our session, we’ll calculate how diversity will deliver against your business goals. We’ll build a compelling narrative that your leaders can use to underpin their strategy. We may also think about the climate – the systems, processes, behaviours – needed to get the best from diverse teams. Your leaders will leave the session with a co-created action plan on diversity that they can own. And by putting it into place, you’ll drive progress on diversity in all functions of the business.

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  • How do I increase the diversity of our people in senior roles?

    • Our aim is to get more women or BME employees into senior roles.
    • We need to retain our best diverse talent for longer.
    • I want to get the best out of our current Board or senior management team.

    We spend a lot of our time observing and assessing workplace cultures. Always impartial, we like to get under the skin of businesses. This helps us better understand the unwritten codes that enable career advancement. And remove the barriers that don’t. We do this by examining your employment data and HR policies, and speaking to staff. All working cultures are complex, but our recommendations will be custom-fit to your goals. We can provide guidance on implementing flexible working policies, for example. Or we can help you remove unconscious bias from your selection processes, making your staff development fairer.

    If you’re losing talented people, you’re losing money. We’re specialists in designing interventions that reverse that trend, and track the savings made.

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  • How do I increase employee engagement and reduce instances of unwanted behaviour?

    • I want to upskill my teams in equality, diversity and inclusion.
    • We have had incidents of discrimination, bullying or harassment that need addressing.
    • I want to know more about mitigating unconscious bias at work.

    Our first step would always be to look at the diversity profile of your workforce. The better we understand your organisational culture, the better your response will be. Bias and discrimination often occurs in subtle ways at work. We’d recommend going beyond awareness raising to create lasting behavioural change.

    Our courses are the opportunity for your staff to bring more inclusive practices to their day job. We’ve delivered culture change programmes in some challenging environments. Our approach is pragmatic and no-nonsense. We’ll roll up our sleeves and find a way. And we’ll make it clear that inclusive behaviours are essential to employment success.

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  • How do we build a workplace culture that is more inclusive?

    • I’m concerned that some groups in our staff/users are not treated equally.
    • We already have a policy (e.g. flexible working) but it’s not being used.
    • I need a definitive strategy or action plan on diversity and inclusion.

    The first step to becoming a more inclusive business is to determine the current state of play. What is the diversity profile of your workforce? What does your organisational culture look like? (Is there an emphasis on presenteeism, for example?) What are the experiences of women returning from maternity leave? What level of engagement scores do you see from diverse groups? Once we have built up a picture of how you work, we can create an action plan to build inclusive practice.

    Key to our work will be designing ways to bring in your senior leaders as advocates for diversity. Our management development programmes incorporate practical ways of addressing unconscious bias. We want your leaders to feel confident in having difficult conversations and managing performance. Likewise when they’re implementing policies that impact diverse groups (like flexible working). Our training will develop staff who can recognise difference and adapt to diverse groups. As a result, your people will continue to love their jobs, and be innovative and productive at work.

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Diverse organisations are 45% more likely to improve their market share

Companies with at least 30% of women in leadership or executive positions adds 6% to net profit margin