Promoting diversity & inclusive behaviours in your team
Scoring your team’s approach to diversity and inclusion
Facilitating workshops on inclusion and team performance.
Diversive promotes diversity and inclusive behaviours that improve team performance and mental wellbeing at all organisational levels.
We provide the Diversive Team Score, which reviews your team’s approach to diversity and inclusion using key criteria.
We also facilitate workshops and campaign to raise awareness of the benefits of diverse and inclusive teams, and the behaviours that create an inclusive culture.
Our criteria is based on known behaviours and practices that help create a culture where people are more likely to bring their whole self to work and fully contribute, as differences are welcomed and supported, contributions are acknowledged and recognised, and opportunities are equally accessible to everyone.
Through working together, we can create working environments where everyone can thrive.
Moral and business case for diversity & inclusion
If we are not consciously including people, we are unconsciously excluding them.
- Every person, regardless of their visible or invisible differences, should be able to fulfil their potential at work.
- Diverse organisations that attract and develop individuals from the widest pool of talent consistently perform better.
- Teams that fully include the diversity of skills, experience, backgrounds, world views, perspectives and thinking styles available to them have richer creativity, increased innovation, improved problem solving, greater flexibility to changes and better insight into clients and customers.
What we do
Diversity is not inclusion
Diversity in the workplace means that an organisation employs a diverse group of people that is reflective of the society in which it exists and operates.
A representative workplace proportionately reflects the diversity of the local working age population and is more than tokenism.
An inclusive workplace is one where various policies and behaviours recognise and celebrate these differences, with everyone being able to bring their whole self to work and having the same access to opportunities.
Positive action is not positive discrimination
Positive action includes proportionate steps to encourage individuals from underrepresented groups to apply for opportunities or to help individuals from underrepresented groups gain skills which will enable them to compete on merit on an equal footing with others.
Positive action can include the tie-break provision, introduced in section 159 of the Equality Act 2010, which allows employers to choose someone from an underrepresented group when faced with two candidates who are equally qualified (of equal merit).
Positive discrimination is preferring candidates from underrepresented groups, with protected characteristics, over other better qualified candidates. This is generally prohibited under the Equality Act 2010.
Diversive Team Score
The Diversive Team Score reviews your team’s approach to diversity and inclusion based on key criteria within four Inclusion Pillars:
Embracing Differences, Building Collaboration, Adapting to Others and Formalising Fairness.
It’s not exhaustive: its purpose is to encourage discussion and action.