Get it together

Now is the time for us to get it together.  Discover how to create a culture of inclusion.

Where Diversity and Inclusion went wrong and how to get back on track

Download the white paper here

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It’s a cause for celebration that diversity has improved so markedly in the past 10 years and it is now an issue on the agenda of almost every organisation’s Board. However, many of the most widely adopted and high-profile techniques that have been used to promote D&I carry a risk that rather than leading people to be more open and inclusive, they might be having the opposite effect. It is time to adopt a more evidence-based alternative.

This white paper provides the answers to vital questions:

  • Have inclusion efforts made a difference to business?
  • Do diversity and inclusion programs unify or divide people?
  • Does unconscious bias training work?
  • Which investments will give the most guaranteed return?


What we think

5 ways to…celebrate diversity
Integration and inclusion are at the forefront of our minds right now, not least because it is inclusion week. Often, it’s not the deliberately divisive acts you need to watch out for, but rather the unconscious bias that harms relationships and ultimately performance. Here’s how to celebrate diversity, this week and beyond… Remove the stigma. We all have unconscious biases...
How we connect with others
Can the smallest details affect how we connect and communicate with other people? In this talk filmed at TEDxSquareMile Octavius Black discusses how we subconsciously identify and empathize with people more when we can see something of ourselves in them. Even just having the same initial for our first name. Watch the video on the TEDx YouTube channel here.
Taking the sting out of micro-aggressions
Instead of thinking ‘I wish I’d said’ or having a fiery confrontation, we need to learn how to respond appropriately and correctly to microaggressions. Mind Gym behavioural psychologist, Iain Smith, presents a refreshing technique, on how to take the sting out of microaggressions and restore a sense of inclusion. Read his article on the HR Director. This is the second instalment...
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