Your challenges

You need high-performing teams to address your business challenges.

Diversity & Inclusion Diagnostic

CHRO / HR Directors

You need to build greater leadership buy-in for D&I.

Tell a story with your data to gain support for the systems and culture that ensure greater inclusion and equity.  With a clear connection to the business, leaders’ commitment to D&I will be reflected in their messages, actions, and priorities.

Your Challenges

  1. Getting buy-in for D&I
  2. Identifying critical underperforming segments of my organization
  3. Establishing the links between inclusion, engagement, and business performance
  4. Increasing engagement, agility and innovation in a post-covid world

Business Leaders

You need high-performing teams to address your business challenges.

Identify focus areas to improve business performance, retain key talent, and build team effectiveness. Celebrate strengths and engage your employees in generating solutions to address hurdles.

Your Challenges

  1. Identifying focus areas for improved business performance
  2. Creating high-performing teams
  3. Retaining high-potential talent
  4. Generating employee solution ideas

CDO / D&I Managers

You want to build a data-driven strategy but aren't sure where to start.

Moving from data to strategy doesn't need to be overwhelming. Harness the power of technology to collect employee data, identify underlying issues, build a targeted action plan, and monitor your progress toward D&I goals.

Your Challenges

  1. Improving Diversity in my organisation
  2. Improving Inclusion across the organisation
  3. Understanding Intersectional experiences in our workforce
  4. Collecting diversity Self ID data on employees
  5. Building an D&I Action plan that optimizes resources and focuses on critical segments
  6. Monitoring progress/ effectiveness of D&I initiatives
  7. Benchmarking my organisation against geography and industry
  8. Building a business case for D&I for Business and Leadership
  9. Developing targeted strategies for closing gender and ethnicity pay gaps
  10. Increasing impact of Employee Resource/Network Groups
  11. Gaining evidence for Award applications (Stonewall, etc)


Your goal is to mitigate organisational and reputational risks connected with diversity.

Develop an evidence-based approach to build your ESG strategy. Build the psychological safety that encourages employees to intervene when they observe potential risks with people, safety and ethics.

Your Challenges

  1. Conducting a D&I Risk/Liability/Compliance assessment
  2. Identifying and mitigating potential issues
  3. Gathering evidence for the company’s ESG reports
  4. Reducing turnover of high-potentials
  5. Increasing Psychological Safety so employees address issues (safety, ethics, problem behavior, etc)
  6. Surfacing concerns around misconduct  
  7. Proactively assessing equitable outcomes
  8. Avoiding adverse impact Manage reputational and ESG risk