Systemic Inclusion
We help identify and dismantle discrimination and barriers to equity, diversity and inclusion through a systemic approach
Why is it important?
There is, of course, a moral imperative to fairness in the workplace. Achieving a sense of belonging, equity in pay, and diversity in leadership are all the right thing to do. In addition, there is a mountain of evidence that this will be best business decision you will ever make.
Inclusion and belonging result in increased productivity from trust, loyalty and motivation as well as a decrease in sickness and absenteeism. Diversity helps your organisation to better understand and reflect your clients and communities, which is essential for organisational relevance and sustainability.
Research consistently indicates that decisions made and executed by diverse teams deliver better results and that inclusive teams make better business decisions. And it’s no wonder: diversity brings skills and experiences that create a breadth of perspective, new ideas and increased innovation.
Increased motivation
Better decisions
Enhanced innovation
Greater relevance
Common Challenges
While the business case for inclusion is clear, achieving it is incredibly difficult. You are likely to come across every emotion from apathy to anger, difference of opinions on what constitutes fairness and the harsh realities involved in challenging power.
It might be a challenge in your organisation for inclusion to receive enough focus, or conversely you may be deeply engaged in this work but only seen small shifts in metrics including diverse representation, pay gaps and in how people actually really feel.
If you're far enough along to have projected a timeline, you may have realised your current rate could take years and even decades to see equity in these outcomes.
A significant issue is that discrimination is so hardwired into our organisations we often don't even notice the barriers to inclusion that are holding us back. They are systemic issues, and need systemic solutions.
How Whole Stories can help
Whole Stories advocates for a systemic approach to inclusion, meaning we work with you to assess how your organisation's system functions to create an inclusive environment, rather than as an add on. If discrimination is built into the system we can only have limited success tweaking (or even replacing) the parts. For example, it's wonderful to implement inclusive recruitment processes but what happens when people start and find the reality doesn't match up?
We also believe this to be a continuous process as your organisation changes and our aim will be to leave you confident in guiding this continuous improvement.
Audit
We then determine how integrated inclusion is in your organisation through an audit of the main elements of your operating model
Integrate
Based on the results of the audit, we provide you with a plan to integrate inclusion throughout your operating model
Measure
We begin with snapshot measures (that can be cyclically repeated) to track quantitative outcomes in Belonging, Equity, Diversity and Impact on the organisation and its clients
Embed
You’ll then need to do the work to embed the plan. We can help with facilitation, coaching, accountability structures and signposting
Specific Projects
While Whole Stories believe in systemic solutions, this doesn’t mean we can’t just work on one small piece of the jigsaw puzzle. It just means we ensure it fits into your bigger picture. This means when we work together on a specific project we will get to know your context to ensure any initiative isn't just a 'bolt on' and share ideas with you on how you can meaningfully embed the work we do together.
Project examples include:
Implementing inclusive recruitment
Developing a plan to close pay gaps
Reviewing your inclusion metrics and structure for accountability
Coaching individual leaders or leadership teams
Facilitating conversations with specific goals
Reviewing how you manage change inclusively
Implementing an inclusive communication approach
As well as overall approach to inclusion we need to raise awareness of the different types of barriers and discrimination people face. And different issues need different solutions. Whole Stories are experts in inclusive organisational change, not in every aspect of diversity and inclusion. For specific areas of work, we advocate working with experts with lived experience in the relevant area
Erin co-designed an inclusive leadership programme in my directorate with a diverse range of colleagues. Through the programme we instilled a sense of belonging and empowerment, with outcomes including a 30% increase in diversity at management level and a 15% increase in colleagues feeling that the organisation cared for their wellbeing
Her approach was instrumental in fostering an environment where diversity and inclusion thrived
- Sara Sutton, Local Government Director
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Let's work together
Erin Caseley, Director of Whole Stories Leadership
Whole Stories Leadership Limited | Company number 15618372
