Working with our customers we've learned that achieving a truly inclusive culture, where difference is made normal, and the associated commercial and social benefits are genuinely seen, requires focus on the three critical areas of employer brand, culture, and the physical environment. Each of these elements of our services can be delivered independently or as a whole, depending on the outcomes your organisation is looking to achieve.
Diversity, Equity & Inclusion.
As a starting point, we kick off with a fun and inspiring keynote session delivered by our team, designed to give our audience a first-hand understanding of disability and how to focus on what people can do versus what they can't. We can deliver this session in person or via digital channels to any size of audience. Post this session, we can then gauge the size of the opportunity and the areas that may need a deeper dive.
Of course, this doesn’t just mean how you present to potential employees; it also needs to include your current workforce. Inclusion and belonging matter just as much to them, and it's surprising how many of our customers discover that a significant portion of their workforce identifies as having some form of disability. The work we do can genuinely improve engagement with that workforce in a way that increases motivation, loyalty, and, ultimately, retention. We look at recruitment and pre-employment processes, onboarding and Day 1 structure and performance management in terms of equity and fairness, how staff perceives the organisation and leadership, and the equity of reward and promotion just as an example. We can help to rebuild these critical aspects of the way employees are sourced and selected as well as the way they are integrated into the organisation to make the experience fair and inclusive, whether or not they are hired.
This is a broad look at how the organisation, its processes, language, performance measures, the embedded DNA around disability, and how it feels to be working in this culture with a disability, be it physical or otherwise, such as being neurodiverse. We work on giving your "able" employees the tools, language, and understanding of how to support their colleagues comfortably and confidently, which can be an absolute game-changer for the company.
Quite simply, we look at the current environment and processes, for example, how accessible is your workplace, what are the "entry" requirements, and how accommodating are they for people with specific needs? We look at the facilities and whether there are opportunities for modifications, as well as the process within the company to make the adjustments when they're needed. Is it hard to do? Does everyone know how to go about requesting a change? It might be to IT, to security, or the physical workplace. The ease with which these changes are able to be made, or the process to manage them, really matters from an overall DE&I perspective. We look at these processes and make practical, sensible suggestions to improve.