Whatever our EDEI objectives, communications are key to engaging your workforce.
Simply explaining what, why, and how is great start. These messages can be built on as you develop your EDEI strategy and action plans.
Communications will always be at the heart of the plan.
Examples include:
Through our range of tried and tested, bespoke services we can work alongside you to solve your EDEI challenges and build an even better EDEI strategy. Contact us today to find out how we can help you.
Scope out your needs in detail and agree the goals and success criteria for the project.
Gain an understanding of your organisation through internal and external data and information gathering. This can include a mixture of desk based activities, workshops, stakeholder interviews and so on. Understanding the internal resources who will collaborating on the project.
Creation of a short report or presentation summarising the project progress and early results and outcomes. Through a checkpoint session we can challenge and modify the outputs to ensure the information is accurate, up to date and clearly identifies the issues – and retest the scope of the project.
Creation of a time bound action plan of the key tasks, deliverables and measures for success for the organisation. Provide an approach to the risks identified and the escalation process. Schedule Checkpoint and Project Catch-Ups sessions. Communicate and agree this with key stakeholders.
We employ a system of providing progress updates whilst communicating any blockers and challenges to key stakeholders. Once this is done we often retest the scope of the project.
*the number of checkpoints & progress updates depends on the timeline for the project
Review the project scope and assess actions completed and assess the measures for success.
Gain feedback from resources involved in the project.
Provide final summary report.
By creating a range of solutions we can meet the diverse needs of your workforce.
Designing and developing strategies and action plans to support internal diversity and inclusion aspirations. Support and guidance on the completion of governing body standards, codes and regulations.
Designing and delivering bespoke programs to build awareness across your organisation.
We can help your managers and leadership team understand and embed diversity and inclusion into their everyday working lives and help your HR team keep this alive.
By reviewing and auditing the people practices and policies we can determine where we can integrate EDEI practices and ensure there are no gaps in your key people management tools.
Using internal data we can help you understand the shape of your workforce and identify gaps and solutions. Through constant research we can bring thought leadership to your organisation and inspire your next steps.
The global reach of the entertainment industry means it can influence at all levels and direct the thinking of those working in the sector and those using their services.
By ensuring that the industry is thinking and acting on strategies around diversity and inclusion they can ensure that they are at the forefront of change. Whichever part of the sector, whether it be live entertainment to digital and electronic entertainment, it is key every part of their workforce feels included and treated with fairness. Through engagement and inclusion they can foster more productivity and innovation resulting in better services to their customer base.
From grassroots to elite sports we have experience of the wide range of challenges in the sports sector. This includes supporting governing bodies, sporting councils and boards. Sport has the opportunity to be a leader in creating true diversity and inclusion at all levels across the sector. However, many sporting organisations have great ambitions with limited resources or are not sure where to start on developing a meaningful and sustainable programme, we can assist and support this journey.
Projects have come from a number of sports environments including football, horseracing, golf and cricket.
