Strength in Diversity


Did you know that companies with more diverse top teams are also the top financial performers, and that companies with diverse workforces have a competitive advantage and gain better business results than their competitors?

It is never too late to give up our prejudices.

Henry David Thoreau

About Diversity and Inclusion

We know that the companies with more diverse top teams are also the top financial performers, and that companies with diverse workforces make decisions faster [1], have a competitive advantage and gain better business results than their competitors.

Accenture also found that companies with an inclusive culture have a sales advantage 2.2 times better and over threefold profit performance. And yet leaders at the top of organisations rarely state this as a top business priority (only 21%), and even when leaders do believe they have an empowering culture, barely a third of their staff agree [2]. This is beginning to affect the C-suite personally, with notable resignations at the top of organisations where a failure to prioritise D&I culture have resulted in material losses for companies [3] [4]).

What would happen if you treated the D&I challenge as any other business challenge?  For example, an organisation would not start an IT project without a clear business case and a project plan to sustain progress.  So if:

  • Changing energy supplier added 25% to your bottom line?  Would you?
  • You could reduce staff turnover and associated recruitment costs by 30%?  Would you?
  • You could increase brand perception by 30%?  Would you?

Partners in Diversity & Inclusion

We have partnered with Vikki Perkins to build a develop and deliver the crucial support that organisations need to deliver these sorts of benefits by making an inclusive culture a core part of their business priorities.

image-kris

Kris has been coaching people from under-represented groups as part of positive action leadership programmes for most of her career.  The outcomes from this work have been positive on an individual level.  However, the coaching has not always addressed the adverse cultures within organisations that allow discrimination and unfair behaviour.  Kris is committed to supporting organisations make the systemic, cultural changes that allow people from all backgrounds to thrive in the workplace.  

image-vikki

Vikki has been the HR Director for a number of high profile organisations where much of her work focused on diversity and inclusion, as she promoted and delivered diversity and inclusion strategies with great success.  She has delivered progressive, innovative organisational wide approaches which have been recognised in national awards.  Vikki is skilled at translating data and psychological evidence into practical, deliverables to transform organisations.

What we do

We support organisations in generating real business returns from building diverse and inclusive organisations, specifically we can help with:

  • Culture & D&I Audits
  • Building long term strategy
  • Business Case Development
  • Values Development
  • Policies and procedures
  • Design of specific interventions tailored to organisational need
  • Training and development for individuals
  • Executive Coaching
Bibliography

[1]Cloverpop, “White Paper: Hacking Diversity with Inclusive Decision-Making“, Cloverpop White Paper, Sep 2017
[2]J. Sweet and E. Shook, “The Hidden Value of Culture Makers“, Accenture Report, 2020
[3] K Rosman, “Greg Glassman, Embattled Owner of CrossFit, to Sell His Company“, New York Times, Jun 24, 2020.
[4] A Grabish, “Museum for Human Rights CEO resigns after LGBT censorship, allegations of racism, harassment“, CBC, 25 Jun 2020.

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