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.
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.
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.
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.
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.
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.
The belief that your current performance is not you at your full potential. Believing that you and others can change.
Understanding what it takes to perform at your peak
CROSS CULTURAL CAPITAL
The ability to relate to and thrive in the company of people of different backgrounds and world views.
The ability to spot changes in other people’s wellbeing
Being aware of our natural tendency to discriminate unintentionally and having practical tools to counteract it.
Understanding how supporting others enhances your own performance