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.
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
You may be thinking, “We are already a very inclusive workplace!” or “We really are inclusive leaders”, or even, “We don’t need inclusion habits!”. That’s what I hear from most of the leaders I work with. Why are we so insistent that we already have an inclusive workplace? Here is my take on why we think … Read More
What will workplace wellbeing, diversity and inclusion look and feel like to organisations post Covid-19? I committed to having 100 virtual coffees with leaders and diversity and inclusion experts from around the world. I have been having some very interesting conversations. My question is: What does the pivot in diversity and inclusion start to look … Read More
Most organisations are fatigued with their approach to an inclusion and diversity strategy which doesn’t seem to get impactful results. Leaders are supportive of D&I but it’s hard for it to be a real priority when there are so many expectations on leaders and what they are responsible for. The reality is that a role that works in advocacy … Read More
During my global advocacy for inclusion and diversity success it is clear that COVID-19 and the rapid shift in how we work will forever change the approach we take to D&I. I also believe that COVID-19 has highlighted to us all the urgency of creating a sense of belonging for all. I speak about this and … Read More