Diversity and Inclusion: What it Means & How to Approach It

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The world is addressing two pressing issues right now: Covid-19 and the fight for racial equality.

Except one of these has been a global fight for centuries.

It’s the year 2020, and we’re still having to be reminded that the colour of one’s skin should not and does not determine their value in society, our lives, the workplace …

In 2020 we’ve had to see lives lost and global protests take place in the name of racial equality, to finally address our societal shortcomings and ignite change.

It’s a shame it’s taken this long and taken this much. But through learning and making better decisions, we can all be catalysts for change. The power is in all of our hands. 

What does diversity and inclusion mean to you?

We can tell you what it means to Inpulse:

Diversity and inclusion is about celebrating differences. It’s acknowledging that without differences, our ability to thrive as a society, as people and as businesses, is extremely limited. 

‘Diversity and inclusion is not just a seat at the table, it’s having a voice, and having that voice be heard.’ 

The best way to approach diversity and inclusion in your workplace

Inpulse takes a unique approach to diversity and inclusion in that we avoid focussing solely on the representation of black employees or minority groups in the workplace, but in all areas, including organisational structure, culture and leadership; and we seek to establish trust, belonging and equal opportunities for all. 

diversity and inclusion

This is the way we address and improve diversity and inclusion in our own business, and the way we recommend our clients to. 

However, driving change is difficult when you don’t know where to begin. Your understanding of racial inequality and the meaning of diversity and inclusion is minimal (if anything) if you are not of a minority ethnic group. Therefore, you cannot expect to drive meaningful change and have it be successful unless you learn, have conversations, gather data, and involve individuals who have experienced racial inequality in the workplace, in your strategy. 

Creating a D&I strategy

Your D&I strategy begins with education: learning about the experiences and struggles of BAME groups within society and your organisation, and creating a dialogue that fuels meaningful change. 

One way to learn more about what your people experience and what they need when it comes to diversity and inclusion (and a number of other areas including job satisfaction, wellbeing, engagement and more) is by asking them. Surveys WORK. They have for us, they have for our clients, and they will for you too. 

If you’re unsure of what to do, where to begin, have no idea what your people want, need and what their working ‘language’ is, a survey will tell you – and the results cannot be distorted because they come straight from the source. 

Inpulse D&I surveys

We have built our D&I surveys around the lessons we’ve learned from professional minorities and their struggles in the workplace.

They’ve been the pillar of our strategy, and we seek to transfer this approach to our clients

  • We’ll involve your minority-group employees during the crafting of survey questions to address the right concerns 
  • We don’t believe in a fixed, one-size-fits-all approach, we believe in DIALOGUE and finding solutions tailored to you and your people. 
  • We don’t just think about the representation of BAME groups in your business, we drive change in all areas: organisational structure, culture, leadership, and seek to establish trust, belonging and equal opportunities 

Creating a strong D&I strategy could be the very key to fixing a multitude of persisting issues

Interestingly, in line with recent studies, a lack of diversity and inclusion within an organisation may be the leading cause of high staff turnover and poor recruitment of talent. 

In a survey of 1300 full-time employees, conducted by accounting firm, Deloitte found that:

  • 75% of senior managers who responded said they would consider leaving jobs for more diverse and inclusive organisations
  • 80% of the respondents currently in the labour pool, said inclusion is an important factor in choosing a new employer

And here’s what Forbes says about the financial benefits: ‘Diverse companies produce 19% more revenue’.

This is because a strong D&I strategy:

  • Boosts performance, productivity and profit
  • Improves retention and recruitment of talent
  • Improves workplace culture 
  • Enhances creativity and innovation


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