Diversity and inclusion
Diversity and inclusion isn’t a nice to have, it’s a necessity.
You know the business case is clear. Diverse organisations create more new business and products. They’re more innovative because they have a psychologically safe and open workplace. When an organisation is truly inclusive and has high diversity, performance increases.
You can achieve these benefits for your organisation and, more importantly, your people.
We can partner with you to understand your D&I pain points and needs. And we’ll create or recommend solutions that fit your context.
Our consultancy and learning is research based, and intensely practical. You’ll be able to reflect, take in the bigger picture, and then move forward.
Our brains and bias
If you have a brain, you have biases. They’re simply a filter. But bias has costs – it limits options, inhibits decision-making, and erodes trust. Once we recognise our biases, we can see how they affect our relationships, work, and workplaces. And that is great motivation for developing strategies to overcome our biases.
Diversity and inclusion
Diversity is a great first step - you might be making progress there. But is it enough? You’ll start to get the benefits when diversity leads to inclusion. For diversity and inclusion to embed at your organisation, it needs to be more than just a tick-box exercise. Use our consultancy services to explore how you can plan for diversity and inclusion that your people believe in, and champion.
Socrates famously said, “the young generation is lazy and disrespectful.” The generation gap and generational pain points have always existed. But, with the advancement of the technology and the invention of the internet, it means younger generations have different expectations for how they live, work, and play.
What people expect from their explorers has drastically shifted over the past 20 years. Is your workplace Millennial and GenZ friendly? And in about a decade, Generation Alpha will join our organisations - are you ready for that?
Workplaces in which all the generations are present may claim to be diverse - but are they inclusive? We can work with you to identify your sticking points, leverage your generational differences, and lead through your challenges.
Why do we have so few women leaders? Sticky floors, labyrinths, concrete ceilings and the double bind are some of the answers. And unconscious bias has a major role to play as well.
What should women do to develop as leaders? Work at it, talk about it, and develop strategies to help define women’s individual leadership & brands.
Women can set their agendas and lead in a way that’s authentic and true to their perspectives and experiences. The case for women developing as leaders, with other women, is powerful. We’ve seen it and experienced the results.
Women will be able to reflect on situations of unconscious bias, microaggressions and systemic sexism in a safe environment. Work with us to unravel the complex interplay of systems, attitudes and behaviours that create female-unfriendly workplaces and leadership environments. Then we’ll piece together a proactive and individualised plan for action.
Cultural intelligence is the ability for people, organizations, and businesses to relate to culturally diverse situations and work effectively in them. Everybody needs this.
We can break cultural intelligence down into three components: the cognitive; the physical; and the emotional/motivational. Our cultural backgrounds impact our behaviours. The more we understand about people’s cultural backgrounds, the better we can relate to and create environments that work for everyone.
Develop emotional and social intelligence
Can you develop your EQ? Yes definitely. Like all intelligences, it’s not set in stone. Reflecting, getting feedback and focusing on key elements of emotional and social intelligence are effective and work. And you never reach a limit; you’re always learning and developing.
Inclusive leaders recognise that diversity, inclusion, and belonging isn’t a nice to have - it’s a need to have. Leaders in 2020 are expected to understand diversity, bias, and inclusion in the workplace. With this understanding, it is expected that they create a safe environment where their team members feel they belong and are valued.
Harvard has found six traits inclusive leaders share: visible commitment, humility, awareness of bias, curiosity about others, cultural intelligence, and effective collaboration. How do you measure up?
People, policies, processes, products
Taking a ‘4P stocktake’ of how your people, policies, processes, and products reinforce inclusion is vital. Often when we look at these four organisational pillars, biases and exclusion is built right into the system.
We’ll help empower you to look at the 4P’s from an inclusive lens and find areas in these pillars that aren’t reinforcing the behaviours you want. Then, it’s time to think action and consider what you can do to make your organisation more inclusive for everyone.
Our latest thinking on diversity and inclusion
23 November 2023
Tea & Toast: Coaching and mentoring: different approaches
Let's work through different approaches to coaching - there are many. Whether you're an experienced coach or a novice, you'll take away some new ways to coach and mentor. In-person session - all welcome.