Why care about equality, diversity and inclusion (EDI)?

Diversity matters. Moreover, it is profitable. Companies with most gender and ethnic diversity on executive teams are much more likely to achieve financial returns above their national industry medians (McKinsey, 2018). In the United Kingdom, greater gender diversity on senior-executive teams corresponds particularly strongly with high performance and higher revenue (McKinsey, 2015). More diverse companies are better places to attract top talent and have better employee satisfaction, respond better to customer needs and increase market shares. There is a moral, business and reputational case for embedding EDI at the heart of the company. However,

achieving diversity is not an easy task. Among key factors supporting diversity are fit-for-purpose policies and procedures, support structures, senior management committed to delivering diversity, and an inclusive organisational culture.

Our approach:

We combine rich practical experience of delivering EDI solutions, with robust research underpinnings and knowledge of policy and legislative environment. We always start by getting to know you, your company and needs. We know that the most effective programmes are sustained engagements over a period of time, with robust thorough evaluation frameworks. This is why we always encourage and support our clients to think about EDI in a strategic way in four key areas: policies and practices, leadership, structures and organisational culture. We represent and work with people who have diverse lived experiences, which provides us with an additional layer of assurance, beyond legislative requirements, that our solutions are designed to support the wellbeing of everyone in the company.

Our offer:

EDI strategy development and implementation

We can help you to embed EDI into the fabric of your company. Starting with in-depth assessment of your current culture and practices, we can help you gain crucial insights into areas for improvement. We then can help with the development of solutions and programmes that respond to your needs. And finally, setting measurable goals, tracking progress and regularly evaluating strategic impacts.

Audit and drafting of inclusive policies and practices

DJC Training can help your company identify ways to overcome roadblocks in policies and procedures that may be holding back the success of your employees and company. Using an employee life cycle approach we can help you overcome potential biased in recruitment, diversifying your hires, improve appraisal and promotion processes that may be holding back the diversity and success of your employees and company.

Institutional research

Whether it is collecting demographic data, designing and conducting staff surveys or facilitating focus groups and interviews - knowing your workforce is crucial to improving EDI. We offer a range of services that can help you understand the needs and experiences of your employees and identify the best solutions for improving EDI.

Training through dynamic and impactful workshops online or in person

Our workshops, whether in person or via Zoom, are dynamic and impactful, engaging participants in thought provoking exercises and discussions and eliciting deep learning. A variety of methods of delivery used, such as small group work, videos and thought experiments, makes the training highly interactive. The focus is not only on raising awareness of EDI issues, but most importantly on how companies and individuals can address them and build supportive cultures.

Bespoke e-learning package development

E-learning can be a great way to support the introduction of EDI knowledge in your company. Perfect for raising awareness of legal aspects, rights and obligations, our e-learning packages are bespoke to each company and can bring to live and help understand a variety of inclusive procedures and policies through a use of tailored scenarios.

Areas of expertise:

Inter-cultural competencies
Inclusive leadership
Unconscious and implicit bias in recruitment, appraisals and promotions
‘Race’ equity
Intersectionality
LGBTQIA+ issues
Micro-aggressions
Anti-harassment and bullying, building inclusive work places
Allyship