Our philosophy is to ensure that you as a client receive the very best experience and outcomes when you invest in Diversity and Inclusion. We complement our vast array of products and services with access to E-learning and Drama as a learning methodology. We do this through our partnership models through which we demonstrate Diversity in action and in turn deliver outstanding interventions for you! Our aim is to be your broker for delivering Excellence in Diversity.
We work with Enact Solutions, the drama-based learning specialists to provide you with a blended learning experience. We bring Diversity and Inclusion to life combining our diversity knowledge and experiences with the skills of professional actors through mediums such as Forum theatre etc. We have developed impactful solutions particularly for Top Teams and conferences, seminars and roll out programmes.
Enact Solutions is a vibrant consultancy, who specialise in creating highly innovative, drama-based solutions designed to engage, inform and inspire people of all ages.
Visit Enact’s website at enactsolutions.com
Unconscious Bias Testing Partners
Hogrefe Ltd are our psychometric and bias testing partners. We provide our clients with the opportunity to be biased tested. The tests can be utilised to assess leaders, decision makers, and recruiters. We also provide company wide testing and produce collective results and analysis which allows identification of any institutional bias. Our teams have been trained and licensed by Hogrefe to administer the tests.
Hogrefe Ltd is part of the Hogrefe Group, with companies and partnerships throughout the world. We publish more than 700 scientifically developed, objective psychometric tools for business, health and education professionals.
Visit Hogrefe’s website at hogrefe.co.uk
Richard Lewis Communications
We convey thought and practice leadership through our associations with one of the world’s leading Gurus on Cross-cultural Awareness, Richard Lewis, through his company, Richard Lewis Communications. We have combined diversity with Cross cultural awareness to deliver a compelling proposition for our clients which include ABB, Aviva, CGIAR, Shell, British Council, DFID, St Gobain, Dell and Warwick Business School.
Richard Lewis Communications is a hands-on organisation with over 350 employees and consultants around the world. Drawing on experience in the field of international training gained since 1955, we have worked with the HR & Training departments of more than 800 multinationals from over 60 countries.
Visit Richard Lewis Communications’ website at crossculture.com
The Centre for Global Inclusion
How does an organization know if its diversity and inclusion (D&I) efforts are high quality and really worthwhile?
The GDIB is a tool for helping organisations determine strategy and measure progress whilst managing diversity and fostering inclusion as D&I emerges further as a worldwide practice. It lays the groundwork of what will be a constantly evolving journey that helps improve the quality of diversity and inclusion work. The fourth edition is due to be released in 2016, and as with the third edition it is sponsored and contributed to by The Diversity Collegium, who conduct research and prepare papers on current and cutting edge questions relating to D&I.
The Expert Panellists are a group of experts representing a broad variety of backgrounds and areas of expertise who review, contribute their ideas, and come to a consensus about the content of the GDIB. Panellists need to have expertise in a broad scope of D&I work or a specific sector or type of organisation. In addition, panellists have a variety of life experience that are represented by : race, gender, sexual orientation, social class, nationality, generation, age, education, disability, personality type, and so forth. It is about totality of experience, not current organisational positions or location around the world.
The authors of the GDIB, Julie O’Mara and Alan Richter, invited those they knew who meet these criteria to be Expert Panellists, and then sought suggestions from them to recommend others. As the process evolved, the authors searched for areas where they felt additional expertise or a diversity dimension was needed.
View the GDIB here.