The way you approach inclusion makes all the difference.
Inclusion programs that deliver results
Inclusion and Diversity
Do you need help to set up diversity and inclusion in your organisation and have no idea where to start? Maybe you need someone with lived experience and expertise to provide nuanced tailored support to help you achieve your business goals?
Or do you simply need someone with a fresh perspective and invigorating approach to review your inclusion and diversity efforts and give it an innovative twist and competitive advantage?
Perhaps you are confused and overwhelmed about how to approach anti-racism in your organisation? Specifically on how to create long-term and sustainable systemic change for Black, First Nations and People of Colour in your business/wider community?
How you approach inclusion makes all the difference to success. Best practice is no long enough. What you need is cutting edge.
Don’t let your inclusion efforts dwindle, take second fiddle to other business priorities or become stale. Find out how you can approach inclusion with a fresh dynamic approach by clicking on the button below.
Mentoring & leadership programs for Women and People of Colour
We know that most organisations lack Women and People of Colour (PoC) at management and leadership levels. Struggling to meet quotas and diversity targets, some say that they have a pipeline problem, that not enough women and/or People of Colour are internally putting their hand up for management, executive and c-suite roles.
Most feel lost and confused in their efforts to recruit, promote, retain and engage talent, concerned at their inability to lift diversity in leadership.
When it comes to advancing Women and PoC into leadership roles recruitment efforts aren’t enough to unplug the recruitment pipeline.
Research says that when sponsorship programs are combined with mentorship and leadership, Women and PoC don’t just put their hand up for such roles, they thrive in them.
Anti-fragile allyship
We hear the terms volatile, uncertain, complex and ambiguous (VUCA) mentioned time and time again. Many of us believed that we were actively doing the strategic work of building systems and cultures that breathed this new way of working; resulting in resilience, creativity and innovation.
What is clear is that our culture, business and people are not as future-proof as we once believed them to be. Recent events have demonstrated clear evidence of fragility.
If fragility is what we are seeing, then anti-fragility is what we must pursue. And there is no better way to achieve anti-fragile organisations, cultures and people than by building inclusive and equitable cultures of allyship that focus on actions, behaviours, systems and strategy. Want to learn more?
Click on the link below and let’s set up a time to talk.