A short, snappy answer won’t do this justice – but we’ll give it a go. Diversity equals variety, the variety of backgrounds and characteristics that make the world an interesting place. Inclusion is about creating environments where all people feel welcome and valued, as equals. Equity is about redesigning policies and practices and putting in place the required support for marginalised groups so they have equal access to opportunities e.g. removing names from CVs to level the playing field.

Equity requires us to acknowledge that not everyone starts on a level playing field, at the same starting point in life. Systemic inequality and discrimination have created barriers for certain groups of people in society. We need to redress this to ensure equality (not unfair advantage).

Intersectionality is a term coined by Prof. Kimberlé Crenshaw (1989) and is rooted in examining oppression. Basically, it looks at the complex and cumulative ways in which discrimination can overlap and affect people. Crenshaw’s work examined the experiences of Black women (race, gender) but it has since been extended to look at other facets of identity such as disability, sexuality and class. So, for example, the lived experiences of being both Black and gay as opposed to being White and gay will mean there are unique challenges faced because of racism and homophobia. It’s these intersections that better help us understand what leads to exclusion – and make inclusion a reality.

Our Founder, Dee, contributed to an article on the importance of understanding intersectionality in the workplace. If we really want to create inclusion, we need to understand where exclusion exists and how it manifests itself – to the question above, it affects certain groups of people in unique ways. In the absence of understanding it, you’ll hinder your efforts and those who are marginalised are likely to have daily interactions that will accumulate emotional tax that can affect how they think, feel and act both at work and home.

There is so much research out there that speaks to the benefits of investing in D&I. There are 3 distinct buckets: a healthy culture and engaged employees, improved organisational performance and tapping into new markets and spending power. I could go on and on, but a quick Google will help you see the various studies that evidence the good stuff – you just have to be prepared to put in the hard work.

Think about it this way, if you were able to be your full, authentic self at work with no fear – and work in a place where your truly felt seen, heard and valued, how would you feel? It’s likely you’ll feel loyal, work a little bit harder because you care and be a positive ambassador. Now imagine everyone in your organisation feeling this way, full of creativity and innovation where people get to do their best work with no distractions. It’s pretty easy to see how it can drive engagement, productivity and performance.

We listen to your challenges, share our learnings and use data to arm you with knowledge and actionable insights to build a workplace where everyone is empowered to create inclusion.

A short, snappy answer won’t do this justice – but we’ll give it a go. Diversity equals variety, the variety of backgrounds and characteristics that make the world an interesting place. Inclusion is about creating environments where all people feel welcome and valued, as equals. Equity is about redesigning policies and practices and putting in place the required support for marginalised groups so they have equal access to opportunities e.g. removing names from CVs to level the playing field.

Equity requires us to acknowledge that not everyone starts on a level playing field, at the same starting point in life. Systemic inequality and discrimination have created barriers for certain groups of people in society. We need to redress this to ensure equality (not unfair advantage).

Intersectionality is a term coined by Prof. Kimberlé Crenshaw (1989) and is rooted in examining oppression. Basically, it looks at the complex and cumulative ways in which discrimination can overlap and affect people. Crenshaw’s work examined the experiences of Black women (race, gender) but it has since been extended to look at other facets of identity such as disability, sexuality and class. So, for example, the lived experiences of being both Black and gay as opposed to being White and gay will mean there are unique challenges faced because of racism and homophobia. It’s these intersections that better help us understand what leads to exclusion – and make inclusion a reality.

Our Founder, Dee, contributed to an article on the importance of understanding intersectionality in the workplace. If we really want to create inclusion, we need to understand where exclusion exists and how it manifests itself – to the question above, it affects certain groups of people in unique ways. In the absence of understanding it, you’ll hinder your efforts and those who are marginalised are likely to have daily interactions that will accumulate emotional tax that can affect how they think, feel and act both at work and home.

There is so much research out there that speaks to the benefits of investing in D&I. There are 3 distinct buckets: a healthy culture and engaged employees, improved organisational performance and tapping into new markets and spending power. I could go on and on, but a quick Google will help you see the various studies that evidence the good stuff – you just have to be prepared to put in the hard work.

Think about it this way, if you were able to be your full, authentic self at work with no fear – and work in a place where your truly felt seen, heard and valued, how would you feel? It’s likely you’ll feel loyal, work a little bit harder because you care and be a positive ambassador. Now imagine everyone in your organisation feeling this way, full of creativity and innovation where people get to do their best work with no distractions. It’s pretty easy to see how it can drive engagement, productivity and performance.

We listen to your challenges, share our learnings and use data to arm you with knowledge and actionable insights to build a workplace where everyone is empowered to create inclusion.

A short, snappy answer won’t do this justice – but we’ll give it a go. Diversity equals variety, the variety of backgrounds and characteristics that make the world an interesting place. Inclusion is about creating environments where all people feel welcome and valued, as equals. Equity is about redesigning policies and practices and putting in place the required support for marginalised groups so they have equal access to opportunities e.g. removing names from CVs to level the playing field.

Equity requires us to acknowledge that not everyone starts on a level playing field, at the same starting point in life. Systemic inequality and discrimination have created barriers for certain groups of people in society. We need to redress this to ensure equality (not unfair advantage).

Intersectionality is a term coined by Prof. Kimberlé Crenshaw (1989) and is rooted in examining oppression. Basically, it looks at the complex and cumulative ways in which discrimination can overlap and affect people. Crenshaw’s work examined the experiences of Black women (race, gender) but it has since been extended to look at other facets of identity such as disability, sexuality and class. So, for example, the lived experiences of being both Black and gay as opposed to being White and gay will mean there are unique challenges faced because of racism and homophobia. It’s these intersections that better help us understand what leads to exclusion – and make inclusion a reality.

Our Founder, Dee, contributed to an article on the importance of understanding intersectionality in the workplace. If we really want to create inclusion, we need to understand where exclusion exists and how it manifests itself – to the question above, it affects certain groups of people in unique ways. In the absence of understanding it, you’ll hinder your efforts and those who are marginalised are likely to have daily interactions that will accumulate emotional tax that can affect how they think, feel and act both at work and home.

There is so much research out there that speaks to the benefits of investing in D&I. There are 3 distinct buckets: a healthy culture and engaged employees, improved organisational performance and tapping into new markets and spending power. I could go on and on, but a quick Google will help you see the various studies that evidence the good stuff – you just have to be prepared to put in the hard work.

Think about it this way, if you were able to be your full, authentic self at work with no fear – and work in a place where your truly felt seen, heard and valued, how would you feel? It’s likely you’ll feel loyal, work a little bit harder because you care and be a positive ambassador. Now imagine everyone in your organisation feeling this way, full of creativity and innovation where people get to do their best work with no distractions. It’s pretty easy to see how it can drive engagement, productivity and performance.

We listen to your challenges, share our learnings and use data to arm you with knowledge and actionable insights to build a workplace where everyone is empowered to create inclusion.

A short, snappy answer won’t do this justice – but we’ll give it a go. Diversity equals variety, the variety of backgrounds and characteristics that make the world an interesting place. Inclusion is about creating environments where all people feel welcome and valued, as equals. Equity is about redesigning policies and practices and putting in place the required support for marginalised groups so they have equal access to opportunities e.g. removing names from CVs to level the playing field.

Equity requires us to acknowledge that not everyone starts on a level playing field, at the same starting point in life. Systemic inequality and discrimination have created barriers for certain groups of people in society. We need to redress this to ensure equality (not unfair advantage).

Intersectionality is a term coined by Prof. Kimberlé Crenshaw (1989) and is rooted in examining oppression. Basically, it looks at the complex and cumulative ways in which discrimination can overlap and affect people. Crenshaw’s work examined the experiences of Black women (race, gender) but it has since been extended to look at other facets of identity such as disability, sexuality and class. So, for example, the lived experiences of being both Black and gay as opposed to being White and gay will mean there are unique challenges faced because of racism and homophobia. It’s these intersections that better help us understand what leads to exclusion – and make inclusion a reality.

Our Founder, Dee, contributed to an article on the importance of understanding intersectionality in the workplace. If we really want to create inclusion, we need to understand where exclusion exists and how it manifests itself – to the question above, it affects certain groups of people in unique ways. In the absence of understanding it, you’ll hinder your efforts and those who are marginalised are likely to have daily interactions that will accumulate emotional tax that can affect how they think, feel and act both at work and home.

There is so much research out there that speaks to the benefits of investing in D&I. There are 3 distinct buckets: a healthy culture and engaged employees, improved organisational performance and tapping into new markets and spending power. I could go on and on, but a quick Google will help you see the various studies that evidence the good stuff – you just have to be prepared to put in the hard work.

Think about it this way, if you were able to be your full, authentic self at work with no fear – and work in a place where your truly felt seen, heard and valued, how would you feel? It’s likely you’ll feel loyal, work a little bit harder because you care and be a positive ambassador. Now imagine everyone in your organisation feeling this way, full of creativity and innovation where people get to do their best work with no distractions. It’s pretty easy to see how it can drive engagement, productivity and performance.

We listen to your challenges, share our learnings and use data to arm you with knowledge and actionable insights to build a workplace where everyone is empowered to create inclusion.