Inside Out Inclusion®

Organisations have been investing in DEI efforts for years with little to no progress being reported.

It’s clear that the needle is not moving fast enough and we’re not seeing the returns. We are at a critical point where tangible, visible action needs to be taken in a way that delivers measurable impact.

That's where Inside Out Inclusion® comes in.

An evidence-based approach to DEI grounded in research and behavioural science

Navigating DEI is complex. We have witnessed a lot of focus on visible diversity and representation, however in the long run this alone does not create the behavioural change that’s needed in future-fit inclusive workforces. Many aspects of equity and inclusion are invisible, which makes them challenging to measure.

Understanding inclusion is pivotal to unlocking DEI and through our model we set out:

The composite factors for creating inside out inclusion®
The success criteria that enables assessment, benchmarking and action planning
A framework to define your today state and an accessible methodology to measure progress

This has been grounded in research, behavioural science, and our experience consulting a large number of private, public and third sector clients. Our model brings together past 'best practice', current ways of thinking and emerging cultural discourse and trends.

Having this clarity enables our client partners to measure, track, and accelerate inclusion and create the impact necessary to affect change.

What is the inside out inclusion® model based on?

Our mission was to articulate what is definitive about inclusion in a way that is relevant to today’s organisations and complex social landscapes.

Through the model we cut through the complexity of the DEI agenda and provide clear links between inclusion, tangible business metrics and broader organisational values.

We embarked on a multi-method approach to developing the model that factors in:

The science - We analysed the latest research on inclusion as a construct to surface the core principles that underpin inclusion

Comparative validity - We reviewed two types of current models of inclusion i) those developed by theorists and academics ii) those developed by consultancies and professional service businesses. We critically assessed the commonalities between the models as well as their strengths and gaps

Real-life relevance - We analysed our own qualitative and quantitative data from 5,000+ working professionals. Here, we explored the differentials and variances between organisations, cultures and brands that are creating a more inclusive experience for colleagues and customers.

Given the extensive set of comparison data, we have isolated the distinguishing features of inclusive organisations and codified the features that make the difference and that lead to impact.

How do you measure up?

We've developed an assessment tool that allows you to understand how you measure up on our model. It takes under 10 minutes to complete.

Take the assesment

Inside Out Inclusion Loop featuring nine indicators around it

The areas of Inside Out Inclusion®

Vision and Direction

The extent to which stable architecture is in place to support ED&I including governance and strategy

Pay, Reward and Recognition

The processes in place to promote fair compensation and benefits for employees and how people are recognised for their contributions

Talent, Growth and Progression

The structures and behaviours that promote inclusive hiring, learning and development for employees

Psychological Safety

The degree to which employees feel safe to take risks, learn and be their authentic selves at work

Rhythms and Patterns

The typical working arrangements and the degree of flexibility and support available for employees

Influence and Interactions

How people connect, communicate and interact with each other to fulfil workplace goals. How parties (including brand teams, agencies and production teams) connect, communicate and interact with each other to fulfil project goals

Representation

Colleagues and leaders at work are seen as relatable in terms of shared characteristics and experiences

Right to Play

Has the appropriate interest and investment been shown in understanding the community/ies to give the organisation a right to engage with them. The degree to which steps have been taken to mitigate bias and create the conditions for authentic representation

Audience Strategy

Understanding your audience, recognising their needs and how to communicate impactfully with them

Find out how you measure up against this in our free assessment tool.