Would you give 100% for a company where you did not feel included?

Would you push, speak up, challenge and stand out in a workplace where you felt it wasn’t acceptable and could reflect negatively upon you?

The sense of belonging and wellbeing your employees have directly correlates to how happy your employees are at work and therefore how much they are prepared to show up and deliver for you and the business. The diversity of your employees also heavily contributes to how innovative you are as a business and how appealing your offerings are to your diverse client/consumer base.

Creating a culture and environment where a truly diverse population can be themselves and are able to maximise their contribution/impact, will allow people to perform at their best, but it is not easy.

Employee wellbeing, both mental and physical are a priority focus for employees right now; having the tools and resources to do their job, clear and mutually agreed performance expectations and an environment that brings out the best in everyone.  This is seen by many as a baseline for any organisation wishing to get the best from their teams and employees.

To create this space exemplary leadership from the board, management and team leaders is required; supported with internal processes that help them overcome any internal or external challenges they are facing.

A culture of diversity, inclusion and wellbeing needs to be an integrated component of your culture and not a standalone, it has to become a part of every organisation a ‘must have’ not a ‘like to have’.

Culture Consultancy offer everything from Wellbeing and ED&I strategies through to frontline staff training, as well as technology and tools, so you integrate your Wellbeing and ED&I proposition in to your culture, enabling you to  harness the talent (current or future) of your people and fuel your organisations’ success.

Call us on +44 (0) 208 088 2228 to find out more


Related case studies

From board to clubhouse – a change of culture

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Aligning the cultural direction of travel

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How Prudential embedded culture for a new digital proposition

Embedding culture for a new digital proposition

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Culture challenges

Cultures for innovation and digital transformation

Whether it be to deliver new products and services to customers or improve internal ways of working, digital adoption and innovation requires a shift of company culture, mindsets, behaviours, and ways of working – from leaders and managers to front line staff.

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Aligning cultures for mergers and acquisitions

Culture is still cited as one of the primary reasons why M&A transactions fail to realise their full potential. Aligning cultures stretches well beyond just harmonisation of people and HR policies- it needs to include working practices behaviours and the employee experience.

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Evolving your culture to scale quickly

With rapid growth comes culture strain– ways of working are often outgrown and need to be adapted, new disciplines are required, people need to be upskilled, management practices enhanced, and the employee experience refreshed. Left unresolved, the culture strain will impact on performance and future growth.

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Improving your culture of diversity, inclusion and wellbeing

How diverse your population is, how inclusive your culture and how well your people feel heavily contributes to how agile and innovative you are as a business,  how appealing your offerings are to your diverse customer base, and how engaged, hence productive, your people are.

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Leading through adversity and rapidly changing environments

The need for strong, connected and forward-thinking leadership of your people is greater than ever as employees grapple with blurred boundaries of fluid operating structures, increased demands and moving goals, higher uncertainty and greater complexity, all within a fast-paced environment.

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Complex strategy and culture situations

Culture change programmes for complex situations require a robust underlying method, attention to detail, yet flexible and effective approach towards implementation to allow for the various complexities. A multi-layered approach may not be simple, but it can spread responsibility, resources and multiply impact to achieve faster traction.

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Creating a high-performance culture (teams, departments or divisions)

Achieving greater performance, productivity and impact is a constant challenge for leaders. Whether just for a team, a department, a division or for the overall company, creating a climate and culture which enables high performance is key for delivering results and fulfilling strategic ambitions.

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Leading and engaging remote teams / people

Most organisational cultures are not totally conducive to sustainable remote working practices, with productivity, engagement and wellbeing all being impacted. Organisations will need to reset their internal culture and ways of working to enable remote working to be a sustainable, human and productive way of operating.

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