Welcome to The Inclusive Organization

Create an inclusive organization where diversity thrives so your business does too

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The Solution

Business-As-Usual Inclusion is the solution to transforming your organization into a place where diversity thrives so your business does too.

Strategy

Develop and implement an inclusion strategy and action plan that is focussed on implementing and sustaining inclusive ways of working.

Measurement

Identify the inclusion gaps in your organization across all aspects of your operations, so you know exactly what you need to improve.

Training

Develop the business-as-usual inclusion capability of your leaders, HR, D&I committee members, and everyone else in your organization.

WE ARE STILL MILES AWAY FROM INCLUSION
That’s why it’s time to take a different approach

79
cents
Is what a women earns for every dollar a man makes
62
%
Muslims report having experienced religious discrimination in the United States
35
%
Of Transgender people have attempted suicide in their lifetime
60
%
More job applications have to be sent by minority ethnic groups to get a positive response

The Solution is Business-As-Usual Inclusion

Business-As-Usual Inclusion is The Inclusive Organization’s proprietary methodology and is the solution to transforming your organization into a place where diversity thrives so your business does too.

Enterprize and Systems Thinking

Business-as-usual inclusion looks at the whole system of the organisation, and the interconnected cause and effect of the way the organisation operates. In this context we consider everything from the organisation’s strategy, through work practices and processes, to behaviours and actions in all lines of business operations and support functions as critical interdependent elements in creating an inclusive organisation.

Behavioral Science

Business-as-usual inclusion recognises and applies behavioral science methods that seek to influence the way individuals, groups, and organisations are inclusive in their ways of working. In the context of organizational behaviour, we have also analysed these three levels in determining the empirical levers for driving inclusion.

Organizational Change and Transformation

The principles of organisational change management are fundamental to the success of creating business-as-usual inclusion in your organisation. This includes the way you plan, communicate, govern, lead, engage, and reinforce the implementation of inclusive ways of working. Business-as-usual inclusion requires organisational change management as the ultimate goal is to transform the way your organisation operates so that it is a place where diversity thrives and your business does too.

Label Neutral 

Approaching diversity and inclusion by focussing your initiatives on the ‘labels’ is actually exclusive, instead of inclusive, because it leaves out everyone else that doesn’t identify with that label. Not to mention the near impossible task of implementing initiatives to cover every single label and the infinite intersectionality! Business-as-usual Inclusion is label neutral and instead simply addresses the 8 specific needs of all people. You don’t need a label to have specific needs or a desire to be included.

Empirically Developed and Data Driven

Business-as-usual inclusion just makes sense, but there certainly is considered research, analysis and science behind the methodology. And just as significant research and data went into developing our methods, research and data play a big role in making sure you are successful in creating an inclusive organization. Organizations most commonly use lagging indicators to measure diversity and inclusion. While these lag indicators are utilised in business-as-usual inclusion, we place a much more significant emphasis on the role of indicators that provide information for use in anticipating and developing an inclusive organization.

INCLUSION MAKES YOU MORE MONEY
You shouldn’t really need an ROI to justify Inclusion. But did you know?

33
%
More likely to have industry-leading profitability with an ethnically/culturally diverse executive team
41
%
More revenue is generated by teams where men and women are equal (representation, pay, and voice)
20
%
Of consumers live with a disability and are a $500bn consumer market largely untapped
2
X
More likely to have higher shareholder returns when your company leads the way on disability inclusion

Creating Your Inclusion Strategy

No doubt you know there is a lot more to inclusion than setting gender representation targets and scheduling events aligned to international days of celebration. We understand that one size does not fit all when it comes to inclusion. We can help you create a practical and fit-for-purpose inclusion strategy that meets the objectives and needs of your organization. And, just as important, we will help you ensure the right people are on-board and accountable. The business case for inclusion will never be stronger.

The Right People In The Room

We collaborate with your operational and functional leaders to identify and prioritise the business-as-usual practices that require inclusive improvements. We also ensure ownership and accountability for inclusion sits at the right level in your organisation.

Make Informed Decisions

We work with you to research and baseline the current state of inclusion in your organization and clearly present you with your exclusion hot spots for improvement. Because our approach is data-driven you can be confident you can be making informed strategic decisions.

Practical And Tangible Actions

We make sure you have a clear checklist of practical and tangible actions for implementation aligned to the empirically identified lead indicators of inclusion. We  also help you measure your progress, as well as prove your outcomes and your inclusion return on investment.

INCLUSION MITIGATES RISK
If making more money from inclusion doesn’t convince you, maybe fear will?

25
%
Of employment practice lawsuits result in judgements of $500k+
29
%
Companies in the bottom quartile for both gender and ethnic/cultural diversity are 29% less likely to achieve above-average profitability
50
advertisers
Pulled their advertising spend from FOX News due to the sexual misconduct of a TV host
5
%
Of shareholder value is lost in the year following a PR crisis

Measuring Inclusion

You need to measure inclusion so; you know where you are, can identify exactly what you need to do, track how you’re going, and of course know once you get there.

Our strategic approach to improve inclusion for all people is underpinned by robust research and effective data collection. With this approach you can enact positive change, but also demonstrate progress, measure outcomes, and ensure your efforts are being applied where they make the most impact.

We utilize a range of different research methods, including (but not limited to):

  • Online surveys
  • Focus groups
  • Functional and operational reviews
  • Environment and behavioural observation
  • Financial and human capital data collection
  • A balanced scorecard of lead and lag inclusion indicators
  • In-depth analysis (baselining, longitudinal, and benchmarking)

INCLUSION IS THE RIGHT THING TO DO
But don’t just take our word for it

66
%
Of consumers will purchase from a business that feature people with a disability in their advertising
4
x
An employee is 4x more likely to perform their best when they feel they can be their authentic self at work
50
%
Of consumers have taken their business elsewhere because they didn't feel included or represented by a company
100
%
Of people and their specific needs matter and should be included in this world

Inclusion Training

We have used the term ‘training’ in the heading just in case that’s what you’ve come looking for, but really what we offer is something quite different. We develop inclusion capability relevant to every person’s role in your organization, and make people accountable for creating inclusive ways of working that include the needs of everyone.

Equip leaders to inclusively lead your business operations, functions, and people while setting the tone for the rest of the organisation. Our programs and workshops develop the capability of your leaders to:

  • Identify their own, and others, motives and drivers for inclusion
  • Articulate the need for business-as-usual inclusion in the organization
  • Evaluate potential areas of inclusion risk and return for the organization
  • Identify potential inclusion improvement actions and take accountability for driving inclusive outcomes
  • Engage others for inclusive solutioning and implementation

Equip the people on your Inclusion Committees and Council to structure, guide, and govern holistic inclusion initiatives that drive a measurable difference for your organization. Our programs and workshops develop the capability of your inclusion champions to:

  • Identify their own, and others, motives and drivers for inclusion
  • Articulate the need for business-as-usual inclusion in the organization
  • Define suitable lead, tracking and lag indicators for measuring inclusion and tracking the implementation of the inclusion strategy
  • Identify opportunities for inclusive design thinking
  • Engage and inspire the right people in the organization to affect inclusive change

Equip your HR and inclusion specialists to be able to strategically and pragmatically plan, manage, and implement an outcome-focussed diversity and inclusion program of work. Our programs and workshops develop the capability of your HR and inclusion specialists so that they can:

  • Identify their own, and others, motives and drivers for inclusion
  • Articulate the need for business-as-usual inclusion in the organisation
  • Undertake inclusive gap analysis for action planning
  • Plan to get buy-in and assign accountability for business-as-usual inclusion in the organization
  • Apply inclusive design thinking

Equip all employees in your organization with the ability to make inclusive decisions that consider and include the specific needs of all people. Our programs and workshops develop the capability of your employees so that they can:

  • Identify their own, and others, motives and drivers for inclusion
  • Articulate the need for business-as-usual inclusion in the organisation
  • Explain the importance and benefits of meeting the specific needs of all people
  • Undertake inclusive gap analysis for action planning
  • Make inclusive decisions

Get In Touch To Learn More

We’d love to hear from you!

We’re always interested in new projects, big or small. While HQ is in Sydney, Australia – we can work with you wherever you are in the world. Fill out the contact form or send us an email and we’ll get in touch with you to schedule an obligation free chat.

  • Address : Sydney NSW, Australia 2000
  • Phone : +61 (0)402 158 261
  • Email : info@theinclusiveorganization.com