Holistic assessments, advisory, change and crisis management services
Redefining the approach towards infrastructural change
Viewing businesses through multiple lenses, we help you create a workforce where employees belong, risks are managed, instincts are suppressed, reward is meritocratic and talent is nurtured. Because it's commercial, not just correct.
Our Deilightful process
Proficient DE&I trailblazers and transformation strategists with confidence built on multi-sector wisdom, corporate leadership, community engagement and intersectional diversity, we see things nobody else can.
Empowered by our own research, uniqueness and diversity, we enable businesses to make more meaningful, more informed and more lucrative decisions about managing change. Without judgment or criticism, we listen, learn and then gently but confidently explain how embracing diversity, equity and inclusion by stripping your workplace of invisible (to most) oppressive systems to replace it with meritocracy always leads to greater commercial success.
We are steadfast in our delivery of actionable change through manageable and achievable strategies.
Are you ready to succeed?
Facilitate a kick-off meeting to understand your current challenges and areas you wish to improve on. These vary with every business we work with from recruiting or retaining a diverse talent pool, to ensuring employees feel valued.
Gather information and insight from 5 key stakeholder groups (Employees & Contractors; Candidates & Vendors; Management & Decision makers; Customers & Communities; Owners & Shareholders).
Look at your competitors and allied businesses to understand where you can lead the way!
Creating recommendations and actionable tactics that can infrastructurally embed and improve the way that DEI is managed and celebrated in your business.
Recommendations are tailored to each business and their unique culture, however, here are some examples of recommendations and tips to get you started.
Delivery of roadmap
Facilitating workshops with your key stakeholders to present the results of the audits and subsequent recommendations. Providing everyone with the opportunity to positively challenge and fully understand the actions and provision of their delivery.
Ongoing consulting services
Supporting the execution of our recommendations, holding your key stakeholders to account in order to action meaningful change in your business. We will be your sounding board for all DEI issues and opportunities.
Monitor and evaluate
Engaging your business on a quarterly basis to assess progress, complete any necessary audits and fine-tune recommendations.
Advice directly from our purveyors of meaningful, lucrative change
“We always hire the best person for the job. Men just perform best.” All around us, the warning signs of exclusion sit in plain sight. But the fruits of meritocracy and inclusion were laid bare for all to see when England's Women brought home gold in Euro 2022 for the first time in history.
We see ineffective Diversity, Equity and Inclusion strategies everywhere. In this Real Estate sector focused analysis, learn how we assess the costs of a failing DE&I strategy on a business and what you can do to avoid the most common pitfalls.
Women have been working to break the bias for 6,000 years without success. Today we understand how powerful public advocacy and allyship is as a tool for fighting oppression. Could it hold the key to unlocking women's potential?
We are all human, cis-gender and transgender men and women alike, as well as non-binary people. So why celebrate international women's day, when all genders matter?
Just one year into her role as Wall Street's first ever female CEO, Jane Fraser’s appointment to the only banking board with more women than men has been warm, with markets deeming her at least as capable a leader and inspiration as the men that came before her. But with around 40% of women still seeing no viable path to Executive (Finsia, 2021), finding new women to replace them from lower ranks remains a challenge.
By emphasising social justice, inclusion and the equality of human rights in all that you do, you can create the ultimate working environment for creative ideas, perspectives and opinions to thrive. That means taking a naturally and actively anti-oppressive stance on conversations and matters concerning all areas of diversity from age, race, gender, ability, nationality, religion, sexuality and more.
Look around you. Look at the people you work with, the environment you have created, the atmosphere that drives you. Whether you love it or loathe it, the chances are that these things are a huge part of not just your life but those who work for you. You have the ability to make or break their day, their careers, hopes and dreams.
Like many things, customer service protocols are mostly still written by white people, for white people. But this doesn’t equip service teams with the full array of customer dimensions and situations they’re likely to be faced with. Consider having the breadth and terminology of protocols regularly reviewed by a diverse set of eyes to ensure they remain current, inclusive and broad enough to cover multi-cultural matters without any unwelcome discomfort.
“The target is not men, it is sexist patriarchy. It is not the elite, it is the ignorant. It is not heterosexuals, it is homophobia. It is not the old, it is those who disregard the young. The target is not white people, it is white supremacy.”
Before COVID-19, the prevailing theory was that workers out of sight or working remotely could rarely perform at their best, or indeed ‘make a livin’. But that turned out to be a perception bias – just because certain extroverted subgroups may generally perform better under traditional ways of working, the reality for a wider workforce is far more multifaceted.
"I'm not scared of difference, I actually embrace it. I love talking to people who are different and it's all about the excitement of the human experience."
Active inclusion aims to retain diverse talent by creating an environment where the differences that define oppressed people are genuinely valued, appreciated and ultimately integrated into the very fabric of a business. This ensures everyone is treated fairly and feel able to raise their concerns and can perform at their best.
"Men are stronger than women, in that they have more upper body strength. But that's just one nuance of the answer. Women are also stronger than men. They live longer, develop earlier and are more durable."
Ready when you are