Building a diverse and inclusive workforce

Go beyond checking a box. Design inclusion into the workplace every day.

Ensuring inclusion throughout the employee life cycle

Many organisations work hard to attract diverse candidates. They emphasise diversity of thought and representation of the communities they serve. But in the absence of an inclusive environment, those diverse employees will leave.

So how do you keep diverse talent once they are in your organisation? How do you enable everyone to work effectively together? It’s not enough just to hire diverse candidates. You have to create and sustain an inclusive environment. Inclusion is about accepting diversity, valuing it, and ensuring everyone feels safe and belongs.

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Our top 5 tips for making your workplace climate more inclusive

    Diversity and inclusion are often thought of together, but diversity is only the first step. And it’s not a one-time event, as unconscious bias training usually is. Inclusive behaviours need to be introduced into every aspect of your business. Everything you do needs to support the goal of creating a psychologically safe environment for everyone.

    Inclusion always starts at the top. Your leaders need to embrace and demonstrate inclusivity for it to trickle down to the rest of your employees. Train them to be more intentional about recognising, evaluating, and celebrating differences among all employees.

    For inclusivity to truly permeate your entire organisation, you need to build it into all your systems and processes. Inclusion should be reflected in your values, your competency model, and your performance evaluations. Hold your people accountable for demonstrating inclusive behaviours. Make sure inclusion is always top of mind.

    Turn all of your employees into allies: people who advocate and champion diversity and inclusion into the organisation. With an allyship approach, everyone has a role to play to address the broader issue of inclusion for all diverse employees. It’s a way for everyone to work toward understanding each other better to make a real culture change.

    Your development process should be fair and objective for everyone. Make sure every tool you’re using takes inclusion into account. And remember that true inclusion goes beyond race and ethnicity. Consider physical and mental ability, sexual orientation, and gender identity as well. Every one of your employees should feel they and their skills are being evaluated and developed in a way that’s fair.

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Proven expertise in diversity and inclusion

  • A noticeable increase in participants’ self-awareness, confidence and belief in themselves

    Developing diverse leadership teams for the future

    How Marks & Spencer increased the pipeline of women and minority group employees into senior management positions

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  • Female hires increased from 26% to 64%

    Optimising diversity of hires during selection

    How Britain’s largest electronics retailer streamlined their graduate assessment process to attract more female and minority candidates

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  • 50+ departments across the Civil Service have adopted a new assessment

    Improving the efficiency and accessibility of job application screening

    How the UK Civil Service delivered a new engaging assessment and online platform that was inclusive and accessible to all candidates

    Read more

All of the programme delegates mention their coaching experience as a highlight of the programme and found the Emotional Intelligence workshop stretching and insightful. Talogy is a very valuable element of the overall programme.

Claire Maydew

Head of Diversity and Inclusion, Marks & Spencer

Why Talogy

Talent management solutions from start to finish. With constant innovation and endless creativity, Talogy crafts screening, selection, and development solutions – for every employee level. Talogy can help you customise a complete talent management programme that is fair and valid. Solving for the talent challenges of today and tomorrow.

Why Talogy
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Learn how Talogy can help you build an inclusive workforce.