Inclusion work is still business-critical, but budgets are tighter and scrutiny is higher. Our structured inclusion partnership helps organisations understand where they are, decide what matters most, and make practical progress with expert support by their side.
The market is still committed to inclusion, but buyers are more cautious. Budget pressure, ROI scrutiny and harder approvals mean organisations want support that is practical, flexible and easier to justify than a traditional membership model.
You may be asking:
Many HR, People and inclusion teams are working lean. They need more than access to content or events. They need practical support, expert judgement, and a clearer route to progress.
We combine diagnostic clarity, senior expert support, clear progression and flexible delivery to help organisations make practical progress on inclusion.
| 93% |
| of members actively use their relationship manager |
| 92% |
| rate their partnership support positively |
| 94% |
| relationship managers are approachable and responsive |
” I cannot speak highly enough of my account manager. She has helped me so much since taking on this new job and partnering with Inclusive Employers. She has provided me with expert advice, and as I was in a singular post initially and felt isolated I found her support invaluable. “
The partnership is structured to help you move from uncertainty to focused action, with the right level of support at each stage.
Build a credible baseline through insight, data and the Inclusive Employers Assessment.
Work with a senior inclusion expert to identify what matters most and choose the right customisable pathways.
Turn priorities into practical progress through training, strategy, policy, and leadership support.
Too often, inclusion support is fragmented, reactive or focused on visibility rather than practical change. This partnership is designed to solve that.
Baseline, gap analysis and practical recommendations replace guesswork.
A named expert provides context, judgement, and confidence through complexity, risk, and change.
Support that is tailored to an organisation’s priorities, maturity level, and budget.
Developmental rather than performative. Recognition is optional, not the driver.
Competitors may offer one or two of these strengths. Inclusive Employers bring all four together in a single partnership model.
Start at the level that fits your organisation now, then grow the partnership as priorities become clearer.
Best for: Early-stage organisations or tighter budgets
What is included:
Light-touch expert guidance, structured check-ins, webinars, resources and community
Best for: Organisations establishing stronger inclusion foundations
What is included:
A Senior Inclusion Expert, diagnostic insight, action planning and practical support.
Best for: Organisations integrating inclusion into priorities and decisions
What is included:
Everything in Core, plus one customisable pathway and preferential rates on training and consultancy.
Best for: Organisations embedding inclusion consistently and at scale.
What is included:
Everything in Core, plus four customisable pathways, a leadership strategy session and a CMI course place.
Available within Advance and Elevate, our customisable pathways help you turn insight into focused action. They can be sequenced to benchmark where you are, define your direction and embed change through capability, policy and leadership support.
Benchmark your inclusion maturity and identify priority actions with the Inclusive Employers Standard (IES).
Best for:
Organisations that want to move beyond assumptions and focus effort where it matters most.
Turn survey insight or diversity data into clearer decisions.
Best for:
Organisations that want to move beyond assumptions and focus effort where it matters most.
Shape or refresh a practical inclusion strategy aligned to organisational priorities.
Best for:
Organisations that need a clearer direction, stronger alignment and a more actionable roadmap.
Build inclusion capability through tailored learning and live delivery.
Best for:
Organisations that want inclusion to show up more consistently in everyday behaviour and decision-making.
Strengthen line-manager confidence and capability through practical development.
Best for:
Organisations that want to move beyond assumptions and focus effort where it matters most.
Review key policies through an inclusion and equity lens.
Best for:
Organisations that want policies to better support fairer, more consistent decision-making.
Help ERG leads and committees move from activity to sustainable impact.
Best for:
Organisations that want employee networks to play a stronger role in culture and inclusion progress.
Not every organisation needs the same support at the same time. We help you focus on the pathways that will make the biggest difference now.
Get assurance, clearer priorities, stronger governance, and a more credible route to measurable progress.
Add practical expert support, trusted sense-checking and greater confidence in what to prioritise next.
Build leadership capability, strengthen belonging and embed inclusion into how work gets done.
This structured partnership is designed to be easier to justify than passive membership or fragmented ad hoc support.
As our firm grows we love working with Inclusive Employers to ensure a focus on DEI is embedded in our organisation. Our Relationship Manager is so supportive and helps us find learnings to support our specific needs.
Employer Brand Manager
Stowe Family Law
What I love about the team at Inclusive Employers is how approachable and ‘human’ they all are – this makes working with them a positive experience. Behind the personable approach is true trusted credibility which is invaluable.
“The team at Inclusive Employers continually deliver products that align to organisational objectives in a personal and practical way.”
Inclusion and Diversity Manager
South Western Railway
Whether you need a credible entry point, stronger foundations or deeper tailored delivery, we can help you build a partnership that matches your priorities, maturity and ambition.
Talk to us about structured inclusion partnerships
No obligation. Just a practical conversation about what support would be most useful.
A structured inclusion partnership is an ongoing, expert-led, model of support that helps organisations build clarity, confidence and sustainable progress through insight, senior partnership and flexible delivery.
Traditional memberships are often seen as access-based and easier to cut. A structured inclusion partnership is outcome-led, relationship-driven and designed to stand up better to internal scrutiny.
Customisable pathways are expert-led enhancements available within Advance and Elevate. They help you focus support on specific priorities such as accreditation, data, strategy, training, inclusive management, policy or ERG impact.
No. You might want to spend the first few months of your partnership identifying your key gaps and priorities. This is where you might want to use the half-day consultancy time that is included in Core, Advance, and Elevate.
Yes. A structured inclusion partnership is an ongoing, structured model of support that combines insight, expert partnership and flexible delivery. It can include training and consultancy where relevant, but it is designed as a longer-term partnership rather than a one-off service.