Cultivating leadership, diversity and inclusion to create transformational change.
When you champion differences and ensure everyone can contribute their unique strengths, individuals, teams and organisations thrive.
It’s time to re-think diversity. Because its true power lies in understanding how people’s identities are multi-faceted. It’s the intersection of these different elements – from race to age to gender and more – that shape an individual’s worldview. By providing an environment where your people are comfortable expressing their unique perspectives and showing up as their true selves, you can leverage the power of diversity and build an unmatched competitive advantage.
The big six of diversity are gender, cultural and ethnic background, age, religion, sexual identity and orientation, and disability. We need to move beyond the big six to see elements like unique strengths, values, personality, energy to really maximise the potential of diversity.
To unlock this potential, leaders need the skills to create psychological safety, disrupt unconscious bias, and sponsor under-represented groups to make inclusion a reality. This helps create a culture of acceptance, where people can share ideas, questions, concerns — and even make mistakes — without fear. And the more employees can bring their whole selves to work, the more the workplace will work for them — and for everyone.
Are gender and cultural factors overshadowing other relevant diversity and inclusion issues in your organisation?
Although gender and culture are often discussed by organisations while developing a diversity and inclusion strategy, it is important to look over other diversity and inclusion issues faced by the employees of your organisation. Diversity encompasses a wide variety of factors including but not limited to gender, culture, age, sexual orientation and socio-economic factors. As time changes, the need for updating your diversity and inclusion strategies is important and necessary. Our Diversity, Equity, Inclusion, and Belonging (DEIB) solutions provide the right tools at the right time for your organisation and will improve your organisation’s effectiveness, efficiency, and overall employee satisfaction.
Game-changing results that can be achieved by elevating diversity, inclusion and belonging.
Innovation, collaboration, and problem-solving
Diverse teams are literally smarter. When you put people together who think differently, what results is increased “Cognitive Elaboration,” or deeper thinking approaches where you spend more effort to explain your ideas, illustrate their meaning, and connect them to related ideas.
Companies embracing diversity have an unbeatable competitive advantage and are more likely to outperform on profitability.
According to Mckinsey's "Diversity Matters" report, companies that are very diverse and inclusive create more than industry average profits than the ones that do not have such policies. This shows the kind of impact that diverse leadership can have on an organisation and how it can be successful in the long term. In addition to financial gains, some of the other impacts of a diverse workplace are less employee turnover, effective and efficient decision making and higher productivity.
45% of employee experiences of inclusion are explained by their managers' inclusive leadership behaviours. Teams with inclusive leaders are also 17% more likely to report that they are high performing, 20% more likely to say they make high-quality decisions, and 29% more likely to report behaving collaboratively.
Diverse teams are more likely to constantly reexamine facts and remain objective. This not only improves the overall problem-solving skills of an organisation but also benefits the production of work with fewer inaccuracies leading to higher productivity and increased quality of outcomes. Such objective decision making can benefit an organisation for its long term growth and success.
Learn the mindsets, skills, and behaviours to take diversity deeper than demographics.
Embracing diversity and inclusion can be difficult. It requires compassion, curiosity, and continuous introspection. As a complex area with no silver bullet, the work is ongoing and at times, uncomfortable. Recognising these challenges, our learning experiences focus on ongoing education and skills building to effect long-lasting change.
We start with commitment from the top to build tailored educational and skills-focused learning experiences that influence change in mindsets and behaviours. As we progress, we measure and benchmark inclusion, belonging, and psychological safety so you can see the direct impacts of our partnership.
"The program changed the way I think of myself, and the concept of sponsorship. It’s been the most valuable program I’ve been on throughout my career. The coaches, content and structure of the program were just right. I only wish I had had the opportunity to participate earlier in my career!"
– 2021 CBA program participant
Results from a Sponsorship program we delivered in 2021 illustrated that 92% of sponsees felt confident to communicate a strong narrative around their unique differences and how they add value to their organisation compared to 26% at the beginning of the program.
"This program has been a game-changer for me in awareness of unconscious (now conscious, if I choose!) bias, the focus we need to ensure an equal playing field for under-represented groups and raising the bar for me in terms of sponsorship that I can offer my sponsees. I am a different person because of this program – a very heartfelt thank you, Inkling."
– 2021 CBA program participant
Results from a Sponsorship program we delivered in 2021 illustrated that 73% of senior leaders (sponsors) strongly agreed that they publicly and privately advocate for the career development of individuals in under-represented groups, compared to 30% at the beginning of the program.
Cultivate inclusive leadership and build a diverse and equitable organisation where everyone can thrive.
We drive change by developing inclusive leaders, addressing barriers to access, and creating responsible allies that foster inclusion in the workplace.
From customised programs to scalable digital solutions, we deliver personalised learning experiences for your people, wherever they are. Our Diversity, Equity, Inclusion and Belonging solutions are delivered in blended delivery formats and include:
• Development and empowerment of under-represented groups
• Inclusive leadership and culture
• Psychological safety
• Sponsorship for diverse talent
• Unconscious bias and microaggression
Belonging is an outcome resulting from a commitment to support the well-being and contributions of a diverse group of employees. Leaders and managers create connections and a sense of community with all employees and encourage them to contribute their unique talents fully.
When an employee does not feel a sense of belonging, it prevents them from bringing their full, authentic selves to work, meaning the team and organisation they work for potentially miss out on their creativity and innovation.
We understand that organisations are fundamentally human systems and constructs, which means that we need to work both cognitively, with the rational, intelligent brain, and also emotionally, with the heart, in order to mobilise action and unleash the latent potential in an organisation.
We meet people where they are at, whether they are just starting out, or a long way into their journey. We are fundamentally human in our approach, drawing on best-practice research and breaking it down into actionable insights.
This depends on your maturity in this space. Our maturity model helps clients asses and think about where they sit. We work with clients who are at the very beginning of their journey, right through to the very mature.
The initiatives your organisation chooses to invest in need to be aligned to your maturity to ensure they add value and have a great impact within the organisation
Why do organisations need to invest in and prioritise developing a sustainable leadership pipeline of diverse talent?
Because it’s the right thing to do! The structural barriers and biases still exist in all organisations (and people) so doing the work to consider how this impacts talent decisions and opportunities provided is critical.
It also drives better business outcomes. We know diverse and inclusive teams consistently outperform those who are not. We know that diversity at leadership is particularly important (gender and cultural background have the biggest influence on innovation), but all dimensions of diversity are important.