Equasense provides an independent view
The first step to becoming a more diverse and inclusive organisation is a bespoke review considering aspects of:
your culture
your systems and
your data
Approach
Do you want to benefit from the perspective and expertise of all the talent in your organisation?
Do you want to stay relevant to a wide range of clients and customers?
Do you need solutions that are relevant to you and your business and grounded in your data?
If the answer to any or all of these questions is “yes please” then my approach is for you and let’s talk!
You’ve probably seen statements such as “diverse businesses are more successful”. Dig a bit deeper and that “business case” for diversity is a correlation – businesses that are more successful also tend to have more diversity – rather than a clear causal link. Having a wider range of perspectives and experiences is indeed likely to be beneficial, and organisations definitely don’t want to be missing out on talent because of exclusionary processes. However, having an organisation that looks diverse isn’t going to be enough. You have to go beyond diversity and ensure an inclusive culture so that diverse talent can actually contribute safely and effectively, and everyone can have fair opportunity to thrive.
Every organisation is at a unique point in their maturity around diversity and inclusion. Key components of an inclusive organisation include:
- knowing your organisation in terms of numbers and processes
- knowing the experiences of your workforce
- continually building awareness, understanding and empathy
- leaders who take ownership of the diversity and inclusion aims and role model the inclusive culture that you want
But exactly what that looks like and where the biggest issues lie are different for every organisation. Solutions therefore need to be based on you and your data.
I believe that most organisations have at least some idea where the issues lie for them, and have some great ideas about how to change. But it can be really difficult to see that from inside, when you are buried in it all day every day.
Through Equasense, I provide that independent external viewpoint, and voice, where needed. Analysis, training and recommendations will always be tailored to your sector and your organisation – I use my research, analysis and communication skills to identify where, and how, you can make a real difference. Working across a range of organisations means I also know what can work and where the pitfalls might lie.
The most important part of my approach is that it recognises that organisations are much more than their structures and processes. To have an inclusive organisation that welcomes and values diversity, individuals need to behave inclusively within a supportive, open and transparent structure. My coaching and teaching experience means I am as at home when developing individuals as I am developing the organisation. Let me show you how to grow your individual and collective inclusive mindsets!
