Identify the hidden barriers blocking the impact of your Equality, Diversity and Inclusion programmes

 

Preconceptions, false expectations and negative previous experiences are just some of the barriers that prevent well-meaning programmes from achieving the attitudinal, behavioural and cultural change they were designed to. Our dashboards, surveys and data collection tools give you the insight to detect these barriers early so you can successfully overcome them and drive change forward across your organisation.

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Examples of the value we add

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You have a policy for shared parental leave and run talks explaining this.

But have you run an attitudes survey to assess the extent to which male staff believe that shared parental leave is culturally acceptable within the organisation?

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You are actively recruiting people from underrepresented groups into your organisation.

But are you measuring and developing the capabilities of your organisation to accept and understand people from underrepresented groups?

 
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Drive Business Performance

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  • Companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians.

  • Companies in the top quartile for gender diversity are 15% more likely to have financial returns above their respective national industry medians.

  • In the UK, for every 10% increase of gender diversity on the senior-executive team, EBIT rises by 3.5%

  • Companies with above-average total diversity had both 19% points higher innovation revenues (HBR)

Build Creative Capital

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Your Creative Capital is the asset that gives your organisation its unique competitive advantage.

  • Diversity: the wealth of individual backgrounds, experiences and world views your organisation has the capability to draw on

  • Inclusion: your ability to draw on the spectrum of insights and talents within your organisation

  • Creative Capital: your organisation’s capacity to create original innovative ideas which drive shareholder value

 

Our Solution

We combine strategy with technology and a tailored suite of programmes designed around the needs of your organisation.

STRATEGY

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BEHAVIOUR CHANGE

We understand the psychology of behaviour change. We work with you to identify the barriers and enablers for a more diverse and inclusive workforce.

TECHNOLOGY

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DASHBOARDS

Go beyond diversity recruitment figures and track engagement, attitude, behaviour and performance metrics at a department, site or organisation level.

PROGRAMMES

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MARKETPLACE

Our network of specialists cover every facet of equality, diversity and inclusion. They have the expertise to shape your policies and deliver impactful programmes.

 

Our Approach

We take a human-centred-design approach to equality, diversity and inclusion. We embed feedback loops throughout the process so that decisions about programmes are made in the context of real-time data and insight into where the gaps are what needs to be improved.

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ACTIVE AGENTS

  • Most measures of inclusion look at how included someone feels. This frames staff as passive recipients of an organisation’s culture.

  • We prefer to also measure how inclusive your staff are as that is the characteristic which drives your organisation’s inclusion levels.

HUMANITY FIRST

  • We recognise that everyone within your organisation has justification for the way they feel and behave.

  • We take a non-combative, non-judgemental approach when writing surveys and curating programmes.

SUPPLIER AGNOSTIC

  • We partner with you at a strategic level to change the culture of your organisation.

  • Our focus is on identifying the programmes that suit your strategy.

 

Our Team

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Matt Kepple has worked in consulting, market research and advertising. He is a strategic thinker with the draw together unifying themes from a diverse range of insights and ideas.

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Annabel Dickson is able to draw on her experience as a coach, working with clients to overcome obstacles related to motivation and perseverance. Annabel has worked across a range of charitable causes from homelessness to climate change.

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Overcoming the challenges of measuring D&I

We have architected our solution to overcome the main challenges organisations face when implementing and measuring equality, diversity and inclusion programmes.

  1. Diversity Data Collection: organisations typically have incomplete datasets when it comes to the ethnicity, sexuality, religion and other attributes which make up diversity data. We know that people are either skeptical of how the data will be used or see it as an unnecessary box ticking exercise which is low down the priority list.

    • Creative Capital internal comms Campaign: We overcome this by running a staff-facing campaign that repositions diversity as a key component of the organisation’s Creative Capital.

  2. Depth & Breadth: organisations often lack clarity on who has attended which programmes and at what frequency. Feedback on how people found programmes is captured sporadically it and there is rarely any measurement of what impact the programme had on business performance.

    • Frictionless data capture: we work with you to identify the touch-points where data capture can be easily and meaningfully collected. E.g.

      • Programme attendance: staff can check-in on their phones or using an interactive tablet-based register

      • Feedback surveys: web-based polls can be used during sessions whereby staff answer a question on their phone and results are displayed live on-screen to make the sessions more interactive whilst collecting meaningful baseline data at the same time.

  3. Beyond Anecdotal: Is it really working beyond what the annual staff satisfaction survey tells us?

    • Correlating HR data against diversity data: the Creative Capital internal comms Campaign gives you rich diversity data. You can correlate this against data on Sick Days, Promotions and other HR data to see whether trends in organisational behaviour are changing over time.

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Building Blocks for Inclusive Workplaces

Equality, Diversity and Inclusion programmes work best when they result in people being more inclusive. These six building blocks equip staff to be more inclusive.

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GROWTH MINDSET

The belief that your current performance is not you at your full potential. Believing that you and others can change.

 

WELLBEING

Understanding what it takes to perform at your peak

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CROSS CULTURAL CAPITAL

The ability to relate to and thrive in the company of people of different backgrounds and world views.

 

EMPATHY

The ability to spot changes in other people’s wellbeing

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UNCONSCIOUS BIAS

Being aware of our natural tendency to discriminate unintentionally and having practical tools to counteract it.

 

SELF WORTH

Understanding how supporting others enhances your own performance

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