Implementing a robust diversity and inclusion program is imperative to ensuring all employees have a build a sense of belonging.
When a sense of belonging is high, the impact of the bottom line can be measured and truly experienced.
Work with us to ensure that your inclusion programs consider all areas of diversity. with 15+ years experience in the trenches we are perfectly placed to support your DEI needs.
If you are a leader and you’re wondering ‘why is inclusion important’ then I want to take my hat off to you because you are taking a step in the right direction towards increasing inclusion within your workplace. Creating an inclusive environment is one of the number one priorities of leaders the world over. There are a couple of problems though. … Read More
For forward-thinking and dynamic organisational leaders, creating an inclusive environment is essential to ensuring every employee feels welcomed. The research tells us time and time again that creating a sense of belonging is imperative if you want to: Leverage the benefits of diversity Encourage innovation Ensure psychological safety Impact the bottom line Engage your employees Increase productivity Develop … Read More
If you have recently found yourself asking ‘What is inclusion in the workplace?’ and are unsure how to implement it, this is a must-read article. In it we provide leadership coaching advice and tips on how to ensure your workplace is more inclusive. A strong inclusion strategy can help your organisation attract top talent and drive innovative results. And … Read More
If you’re researching mentoring programs for your organisation then I want to say a huge congratulations! You’ve realised that mentoring programs have many benefits for employees. And you’re about to help others to make exciting contributions as professionals. Both mentors and mentees are going to experience the ripple effect. It’s exciting stuff! There are many coaching & mentoring programs available, so it’s important that you choose the right one. We are huge advocates of inclusion … Read More
In our gender diversity challenge one of the findings was that men feel blamed. Many men feel they have been tarred with the same wire brush courtesy of the feminist movement and that women lump them together in one pile. This puts men automatically on the defensive. Every time they hear the words “male dominated” … Read More
When it comes to this challenge – men perceive reverse discrimination – men say: I see some job ads and just think that men need not apply; I think the best candidate should get the job, not the best woman candidate but that doesn’t seem to be the way the world works these days. I saw a woman … Read More
One of our findings from our research surrounding gender diversity is that men fear being accused of harassment. Men say: I won’t even go to lunch with a woman anymore; Do I ask her out for dinner when we are working late? No way! I am even worried when I am alone in a lift with … Read More
In our latest series on gender diversity and male allies challenges, we found that men feel confused in the workplace when to interacting with women. Men say: I wish I knew the ground rules with women; do I call you women? Ladies? Girls? Guys? Do I pull out the chair for a woman or don’t … Read More
One of our first findings coming out of our gender diversity challenge was that men feel they have to be careful in the workplace. It’s difficult to get men to talk about what it feels like to work with women. When I ask the men about their challenges, many close up – “There are no problems”, they say. Men … Read More
Why don’t all of our gender diversity efforts work? This is a question I am commonly asked. My short response is this: We need to simplify. Focus on less and focus on things that are really important. That means: have the courage to take a big red pen to many of your ‘diversity’ activities which are nice, but don’t cut to … Read More