We know all the reasons that inclusive workplaces are important. There is the impact on individuals – removing barriers that stop individuals from being their best at work, allowing everyone to reach their true potential.

And there are the harder measures – the engagement and retention of your key talent, to ensure your business meets its’ financial goals.

 

From my experience, driving a cultural change through your inclusion strategy is hard yards.  It’s not a linear journey, it’s slow (sometimes frustratingly so) and it feels personal.  

– Janet Tidmarsh, CEO at Inclusive Employers

There is also no rulebook and it’s highly contextual to industry and individual culture.

Many businesses have cut back on EDI specific roles in recent years, meaning expertise in leading EDI strategy is often falling to Heads of HR and Heads of Talent to lead. Those in EDI roles often feel lonely, as the sole person to make key decisions in increasingly complex areas.

This is where Inclusive Employers partnerships are really invaluable.  We are practitioner led, have worked in house and have designed our partnerships with you in mind. 

 

We want active partnerships with organisations, not passive online webinars and resources.

We have designed our support to:

 

  • Translate your inclusion priorities into real actions
  • Accelerate your progress around inclusion maturity through our focused work together
  • Give you access to a level of EDI experience you don’t have internally
  • Pathways give you targeted interventions included in the partnership cost

 

We already work with hundreds of organisations – big and small – across the UK to become a more inclusive employer.

We would love you to join us.

 

By Janet Tidmarsh, CEO at Inclusive Employers