If an organisation says they understand the value of diversity, splash their commitments here there and everywhere, regularly pink wash in June and talk about Black Lives Matter in October, but are mandating returns to the office for everyone, particularly going so far as to say five days a week, I don't think they’re failing to see how it impacts underrepresented and marginalised team members. Of that they are already aware. The only conclusion we should be coming to, is that they simply don't care...

Want to make that Xmas leave policy a little more inclusive? What if I told you there was a way to do it that didn’t break the bank and was easy to implement? Introducing - Interfaith & Mindfulness days!

Elon will tell you DEI must DIE. But studies show your employees aren’t prepared to let it go and in fact your competitive advantage may depend upon it…

If people feel their beliefs and ideologies have to be hidden, how can they be their authentic selves? If they can’t be authentic, how can we call the work environment an inclusive space?

These challenges can be addressed by leaders in bringing people together in a culture of mutual respect…

Employees increasingly require leaders to take a stance on causes and political issues.

But how do leaders do this without alienating different groups of people? And how do they do it without challenging stakeholders?

We’ve been bandying the phrase ‘War for talent’ about for the past twenty years and it’s not going anywhere soon. Your DEI strategy can help you win this war.

A DEI policy is the first thing an organisation should be getting straight – while so much of your DEI strategy may flex and change as required, your policy doc defines your hard lines. What you will stand for, what you’ll hold people accountable to. Creating it doesn’t have to be a herculean task, but it’s often a source of handwringing for many smaller companies.