Diversity, equity and inclusion

Diversity, equity and inclusion 

Diversity, equity, and inclusion (DE&I) are increasingly recognised as important concepts to build strong, well-performing teams and drive innovation. A truly sustainable society depends on inclusive policies that acknowledge, respect, and celebrate differences. 

Why DE&I matters

There are many compelling reasons for companies to invest in DE&I. Beyond its clear social and ethical value, the business case for DE&I is stronger than ever. Research shows that when DE&I is positioned as a strategic priority, organisations benefit from higher returns. 
In addition, diverse teams offer broader perspectives, leading to more innovative thinking and better decision-making. Inclusive cultures also foster agility, helping companies respond more effectively to complex challenges. DE&I is increasingly vital for attracting and retaining talent, as today’s workforce places a high value on purpose, belonging, and fairness. 
On top of that, legal and regulatory expectations are growing. In Europe, DE&I reporting requirements for large companies have been in place for several years. More recently, the CSRD and CSDDD are prompting companies to think strategically about how to measure and report DE&I outcomes. Recent initiatives like the TISFD also reflect the growing attention to DE&I across industries and governing bodies. 

Our approach 

So where do you get started? To move from intention to action, we propose to start with an inclusion scan, a tool we developed in collaboration with The Diversity Company. Based on the results of this scan, concrete next steps are defined. This often leads to the co-creation of a roadmap with the necessary and desired next steps—all aligned with the strategic DE&I goals the company wants to achieve. 
Examples of what we can support you with:  

• Strategic session(s) to shape your DE&I goals 
• Review existing processes and protocols through the lens of diversity, equity, and inclusion 
• Mapping current best practices within the organisation or benchmarking against industry standards 
• In-depth interviews with relevant target groups on specific themes identified in the inclusion scan  
• Training focused on recognising and preventing bias (as part of leadership development and/or onboarding) 
• Mentoring programmes 
• Share & Learn sessions on generational diversity and generational management in the workplace
• Pay gap analysis, if there is evidence or perception of unequal compensation