Supporting inclusion in the workplace and learning environments is central to what we do.
We do this by providing first class specialist advice and support both for you and your organisation through our tailored services.
Inclusive working and learning environments bring huge benefits to all concerned including:
- Productively leverage differences
- Create high-performing teams, innovations and problem solving
- Affects client relations, HR, quality of service and market/brand recognition
- Productivity: It is a fact that Organisations with strong diverse teams operating in excellent systems will be more competitive and agile.
- Reputation: This is about both brand and employer brand. What is the power and value of brand? It is the power of having people associate themselves with your product as part of their identity.
- Recruitment and retention: good reputations and inclusive workplaces support recruitment and retention
- Compliance: clearly compliance with legislation such as the Equalities Act 2010 is a minimum and there is also much to be gained from working towards best practice standards such as Disability Confident and Investors in People.
However, our belief is that the main drivers for your organisation should come from within. And these drivers concern character, culture and commerce.
What we mean by this is you need to know what inclusion means to you and your organisation? Inclusion means different things to different people and organisations and it is important to understand exactly what that means in yours. We all know that inclusion is a good thing, but leaders and organisations who know exactly what that means to their organisations are the ones who can truly benefit! If you have worked out how it generates value, benefit and competitive edge, that articulation will help you to get it into the Organisational culture and the systems and drive the Organisation forward.
- 1. How do you measure diversity and inclusion in your organisation?
- 2. What does inclusion mean here?
- 3. What do we do to ensure this?
You can see why the compliance approach is never going to be a truly effective way of creating a truly inclusive organisation. See our >>>>>>>>>> of >>>>>>>>>> Jason French discuss this further..
Our ethos? - inclusive by design (where possible)
Our approach is to focus first and foremost on ensuring systems are designed at source with all people involved in mind. This “Universal Design” concept has been used for many years in industry and latterly in the world of learning and education. The aim is to remove exclusivity through implementing inclusive practices that address various barriers that many people face.
Our specialism relates to disability. We view disability via the social model which suggests that though people may indeed have impairments, it is society and our structures and attitudes that “disable” people. This could be building design, meetings culture, recruitment and reward processes, imagery and communications, social activities and much, much more.
Our experience suggests that in working with you to anticipate and then address and design out these barriers to people with impairments, these changes also benefit large numbers of their colleagues and therefore the organization as a whole.
We therefore work with you in four ways. We support you in:
- 1. Assessing your business needs with regard to inclusion
- 2. Considering which processes you can design to ensure that they are as broadly inclusive as possible
- 3. Identifying what specialist support is required and how this can be funded.
- 4. Implementing products and services
By working with you to identify your business issues with relation to inclusion, and with your people / learners to identify their individual needs, we are therefore able to provide a holistic one stop support service to your organization.
Inclusive places - how can we help?
We first encourage you to complete a short inclusion self-assessment. This free self-assessment allows you to reflect on your organisation and begin to decide where you feel that you most need our support. This can be completed looking at a department, service or a whole organisation.
Organisational Needs Assessment
Once your mini-self assessment is completed we will then work with you to complete a more detailed Organisational Needs Assessment. This involves:
- 1. Discuss with you the findings of your mini-self assessment and the business issue(s) you wish to resolve.
- 2. We will then provide you with tailored and more detailed self-assessment process for you to complete (this is partially mapped to the Disability Confident scheme so will act as a support for you should you also wish to gain “accreditation” under this scheme). This self-assessment asks for evidence to support your answers.
- 3. We will undertake a review of the self-assessment and supporting information. At this stage we will ask for more information where required (we can support with data collection where required)
- 4. Having undertaken a desk review we will reality check the self-assessment – this could include further data collection, interviews / focus groups with staff and site visits.
- 5. Having formulated a draft Needs Assessment we will discuss this with key stakeholders to enable us to co-design recommendations for future actions.
At the end of this process, you will be provided with a report detailing suggested actions and recommendations.
If you require further information please feel free to get in touch via our website form or email us on firstname.lastname@example.org