Skip to content

5 ways to make your DE&I strategy a success

DE&I is an area that many organisations are committed to making great strides in. So, the logical option is to pick up the phone to a specialist DE&I provider, right? Well, you’d be half right.

76% of organisations say that DE&I is a value or priority, and yet 33% of employees believe diversity is a barrier to progression.

So where is the disconnect coming from?

Specific DE&I knowledge

There is specific knowledge and training to define diversity, equity and inclusion, help people become attuned to the impact of language (no, it’s not ‘just words’) and the importance of an organisational strategy around DE&I. This is usually covered in a 1-day course. It’s all incredibly useful and there are specialist providers who can provide this level of training.

And, if you want real, behavioural change to take place in your organisation and create a truly inclusive culture, your people will also need the critical foundation of effective, human leadership skills to really shift the dial.

Radical behavioural change

People have to want to learn and ‘choose into’ change. Development that is given to us without any conscious decision or effort on our part is far less valued, if at all.

But when people to commit to making a change, the first thing we need to do is support them to gain deep self-knowledge – uncovering exactly who they are and bringing to the surface any unconscious behaviours or beliefs. Then, we teach them to take 100% ownership for their life and how the live it, and how to be a courageous learner without fear of failure or what other people will think of them. When these critical skills combine, that’s when behavioural change can happen.

Challenging bias

We all have bias. Yep, even you. Think about something you believe in strongly – it could be politics, climate change or diversity. Do you think someone born on the exact same day but in a different country, to a family with different financial circumstances, political affiliations and religious persuasions would believe what you believe?

The beliefs we carry around with us are our lens on the world. They are like those glasses you put on in an eye test – the ones that carry lots of lenses at once and distort your view of whatever you’re looking at. The problem with our belief glasses is that we don’t know we’re wearing them.

Unless we’re prepared to take a deep and sometimes uncomfortable look at our beliefs and bias, and really do the work to see them from another perspective, we’re not going to create change – in our organisations and in our societies. Just knowing why diversity, equity and inclusion is important and the words to steer clear of is not enough; we need the skills and deep self-knowledge to take action. And this is something that can’t be done in a 1-day programme alone.

Creating an inclusive culture

An inclusive environment:

  • Ensures everyone feels comfortable and confident to be themselves
  • Demonstrates appreciation for people’s input, showing care
  • Makes everyone feel valued and importantly, can add value
  • Empowers diverse talent to think differently and share their experiences and perspectives

Will knowledge alone achieve this?

To achieve a truly inclusive culture, you need leaders who take ownership for their personal impact, behaviour, and results; who create environments of trust, wellbeing, inclusion, and performance; who listen to others’ opinions, putting their unconscious bias aside. This requires the kind of transformational learning, facilitated by experienced, senior-level coaches, that explores and embeds the critical skills in a way that creates lasting change. This is the foundation that every organisation needs.

The foundation? Leadership development

Training and learning can change the mindset of the majority to be supporters of strategies that help the progression of minorities. Your talent know this better than anyone. So why not give them the leadership development that helps people to fully-understand themselves, take 100% ownership for who they are and challenge their own beliefs at a point in their career when it can make all the difference?

At Ivy House we’ve turned leadership development on its head and it’s why we get the results we do. 

  1. We start with 7 game-changing skills. Skills that connect us with who we are – the kind of leader we were born to be, the courage and ownership to make it happen and the human skills that make all the difference. 
  2. Our delivery creates change. It’s personal, deep, and immersive. We use multi-dimensional learning and the best coaches in the country. We create our programmes in a way that enables learning, ownership, and change. And we never stop learning and innovating, so your programmes keep working. 
  3. We start sooner. We bring learning previously reserved for your executive teams, to people earlier in their journey – at a time when it has the biggest impact on who they become. 

We can work in partnership with you and your specialist DE&I provider to create a programme that will have a lasting impact on your organisation. Interested? Get in touch – it might just be the start of something extraordinary.





Recent Awards won by Ivy House