Inclusive Culture Change

Creating a blueprint to tackle exclusion in the workplace

Discrimination is legislated against, but more subtle exclusionary behaviours driven by unconscious bias are not. Microaggressions linked to race or gender can be difficult to identify but do as much damage.

Evidence shows diverse cultures perform better, but workplace interactions can be difficult to change. This is why we created a method and framework to support organisations on their journey.

Microaggressions result in:

  • Absenteeism

  • High staff turnover

  • Low morale

  • Poor productivity

  • Reputational damage

  • Legal costs

A framework informed by science and research

Covering all aspects of bullying, harassment and discrimination, our Workplace Behaviour diagnostic framework is designed to help large organisations.

It has been informed by extensive research and examines the full spectrum of exclusionary behaviour – much broader than most people realise.

How we deliver inclusive culture change

Our work starts with rigorous research, using qualitative methods proven to work for sensitive topics.

This safe, ethical and anonymised approach is led by academics, sociologists and psychologists. The aim is to uncover case studies and stories to reveal a deep understanding of what is happening.

Learning from our analysis, we work with stakeholders at all levels to identify powerful actionable interventions. We protect policies and systems that are working, propose ways to prevent harmful behaviour, and detail practical ways to respond in the moment.

There are three ways we can support you to create a more inclusive culture:

Diagnostic Assessment

  • Understand where and why exclusionary behaviour is happening, and plan action

  • Assessment of where your organisation is on your inclusion journey to provide an evidence-based case for further investment

Thematic Deep Dive

  • Focus on specific inclusion issues e.g. sexual harassment or bullying, harassment and discrimination

  • Provide sensitive enquiries into the lived experience of groups e.g.  minority women or men in specific roles, older workers, ethnic minority colleagues 

Leadership & Team Development

  • Based on our Everyday Inclusion methodology that enables leaders to set the standard for behaviour change while building collective accountability

View our case study

Spearheading flexibility

INCLUSIVE CULTURE CHANGE

Redesigning job roles and the hiring process at a global hospitality brand to support diversity and inclusion goals.