Inclusion and diversity
The business case for increasing diversity in organisations is clear—diverse organisations create more new business and products. When an organisation is truly inclusive and has high diversity, performance
So what's really happening?
Diversity + inclusion = improved business performance.
That’s the verdict from Deloitte. Why? You get a greater range of views and consider more possibilities. Narrow thinking is bad for business. With greater diversity, people take more risks, innovate more and challenge the status quo more.
While workplaces might be more diverse, they’re not necessarily more inclusive. That’s because our unconscious biases are ever-present. Our unconscious minds are biased toward recruiting, promoting, and developing people just like ourselves. While having biases is a result of having a human brain, recognising them is the first step towards meaningful change.
Inclusive leadership—develop capabilities for leading global citizens and organisations.
Spotlight on inclusive leadership—uncover and mitigate unconscious bias in your organisation.
Valuing diversity—seek and value difference.
Active bystanding—be an inclusive colleague.
Customise a solution for your organisation
Every organisation’s different, so talk to us about customising a programme for your people. It might make sense to integrate inclusion and diversity into your current development programmes.
It’s more than a ‘nice to have’—it’s development that will make a real difference to engagement, retention, and the bottom line.
Diversity is being invited to the table. Inclusion is speaking out when you’re there. Belonging is being listened to.