Customize your diversity initiatives in line with your key DEI priorities
Every business has to start somewhere on its DEI journey. Work with us and we’ll help you define your diversity strategy and your top priorities for creating an inclusive culture. This process will highlight a number of emerging diversity themes that resonate most with your organization, staff, and customers. Each diversity theme reflects a type of difference that forms part of an individual’s characteristics – from those that are protected by law (such as gender, ethnicity, or disability) to those that may be less visible (like social class or neurodivergence). We’ll work closely with you to determine which diversity themes you should bring to the front.
Closing the Pay Gap
In the USA, women earn 82 cents for every dollar a man earns
96% of employers report having wider access to the best talent by being LGBT+ friendly
Target key diversity themes, backed up by our intersectional approach
Alongside this ability to bring forward a particular diversity theme, our work is always centered around intersectionality – the ways in which multiple layers of difference intersect in any individual. Setting up a staff network or ERG for black LGBT+ women is one example of intersectionality, as is adjusting computer-based assessments for working-class men with dyslexia.
Intersectionality provides a more nuanced and informed view of just how cross-cutting diversity is in all walks of life. In turn, your EDI initiatives need to address intersectionality if they are to truly bring everyone into the conversation. Otherwise, an isolated and strand-specific approach will lead people to think that something is ‘being done to them’. Ultimately, by combatting the compound layering of disadvantage, organizations can progress towards a culture of systemic inclusion.
That said, we’re all too aware that different sectors and industries face different challenges when it comes to diversity, equity and inclusion. Businesses need a custom approach, and that’s exactly what we give them. While we’ll always work with intersectionality in mind, we may also ‘major’ on one or more of the core diversity themes below. We’re also constantly developing new products and services so we stay state-of-the-art on new EDI themes and priorities as they emerge.
Know your themes
We focus on the following key diversity themes to help you support your employees
Exploring considerations of ethnicity, anti-racism, privilege and allyship.
Gender Identity & Equality
Challenging gender-based inequities and recognizing gender as a social construct.
Championing inclusion of all sexual orientations and trans-inclusion in policy and practice.
Raising awareness of disability in all its forms, including hidden or invisible disabilities, the social model of disability, and ableism.
Understanding the natural variations in the human brain around learning, sociability, attention, mood and other cognitive functions.
Mental Health & Wellbeing
Safeguarding our emotional, psychological and social wellbeing at work.
Understanding how socio-economic background and class impacts our equal access to opportunity in the workplace.
Find out more about our diversity training
Proactively challenge racism and build an inclusive culture.
Challenging gender inequality, celebrating good practice.
Promoting awareness and inclusive practice around neurodiversity.
Mental Health & Wellbeing
Mental health matters – the business case for workplace wellbeing.
What our clients say
Dive deeper into diversity, equity and inclusion
Check out our range of posts, resources and thought leadership on EDI at work.
Non-Inclusive Language and Why it’s a Barrier to Inclusivity at Work
Teresa Norman discusses the importance of inclusive language in the workplace and explores three key areas of non-inclusive language use.
Dismantling Power Structures All Year, Not Just on International Women’s Day
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The Walt Disney Company
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