What’s your workplace diversity challenge?

The evidence is clear: companies that are above average in terms of equality, diversity and inclusion perform better than and have a competitive advantage over less diverse businesses. Our priority is helping your organisation realise these benefits, but the first step in achieving diversity is identifying the challenges your business faces and the steps you can take to successfully overcome them.

Below, we’ve listed some of the workplace diversity challenges our partners most commonly encounter. Consider your most pressing priorities, then scroll down to find out the best-suited approaches and services available.

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Begin addressing equality, diversity and inclusion

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

Challenge Start
  • 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 regularly work with companies starting 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, then looking ahead, we’ll explore the resources needed for more ambitious culture change programmes. Diversity roadmaps can 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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Progress diverse talent

How do I increase company diversity at a senior level?

Progress graphic
  • 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 or 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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Manage people and performance

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

Manage People
  • 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 occur in subtle ways, so we recommend going beyond awareness raising to create lasting behavioural change.

Our courses help your staff bring more inclusive practices to their day job. We’ve delivered culture change programmes in challenging environments, which is why our approach is pragmatic and no-nonsense. We’ll roll up our sleeves and find a way, making it clear that inclusive behaviours are essential to employment success.

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Make fair, unbiased decisions

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

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  • 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 these biases might be impacting your business and introduces strategies to lastingly surmount them.

We believe that fair decision-making – like any skill – takes practice. Only then can we sustain it beyond the training session and embed it into our everyday behaviours. Our training lets you experience the impact of unconscious bias first-hand. Through a process of peer learning and reflection, we’ll work with your staff to identify their triggers of unconscious bias, 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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Engage senior leaders

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

Graphic to illustrate engaging
  • Our senior leaders haven’t bought into the diversity agenda.
  • Our senior team wants 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. Anything from one hour to a full day, our 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 and 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. By putting it into place, you’ll drive progress on diversity across all business functions.

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Drive culture change

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

challenge culturechange
  • I’m concerned that some of our staff or user groups 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? 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 that ensure leaders feel confident in having difficult conversations, managing performance and implementing policies that impact diverse groups such as flexible working.

Our training will develop staff to 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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Capture, analyse and act on diversity data

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

IC Analysis
  • I want to identify and understand more about the diversity of our workforce.
  • I’ve collected plenty 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 – 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 and identify champions and role models to make diversity visible in all parts of your business. We can also work with your senior people so they 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, since better data means better insight into your employee engagement, recruitment, retention and progression.

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Ensure compliance and gain accreditation

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

IC Challenge Compliance
  • I need to be confident we’re meeting our legal obligations on diversity.
  • We need to meet the diversity performance requirements set by our clients.
  • I want to build the diversity capacity and 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, our experts can help. Our all-staff training courses are in line with the latest legislation and available face-to-face or online. Whatever your choice, we’ll tailor the course to your compliance needs.

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Benchmark diversity and gain business advantage

How can we gain a competitive advantage through diversity best practice?

IC Challenge Benchmarking
  • I want to know how we’re performing compared to the rest of our industry or 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 Development Standard 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 your pipeline to the best diverse talent.

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Contact our team for advice on your next steps?