SERVICES
Diversity & Inclusion Development
How can we help?
We live in a society where diversity and inclusion, is not fully realised and we inequality in society , based on Gender , Race , Religion , disability diversity, equity and inclusion aren't new, and society has acknowledged that change is required to have a more equitable and fairer society.
Changes is attitudes, culture and the media have brought structural and systemic inequality to the forefront which has demonstrated how far we still have to go. We aid organisations, who wish to pick up baton and deliver real change within the diversity and inclusion within their organisation progress - not only because Diversity, Equity and Inclusion (DEI) ultimately benefits their bottom line but also because consumers now expect increased levels of social responsibility as the norm.
What Causes Discrimination?
Examine the cognitive , cultural and communication biases, that are exhibited within an organisation that hinder diversity and inclusion .
1. Examine the root causes of discrimination, including individual and organisational nuances.
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2. Distinguish between implicit and explicit bias and understand your own implicit biases.
3. Identify and understand conscious and unconscious barriers to diversity within your organisation.
Our Programme
Aspire has developed a programme that looks at the dynamics of diversity, equity, andinclusion in the workplace, that will enable the organisation to take actionable steps. At the end of the DEI programme, you will have the knowledge, tools, and insights to help your organisation deliver real long term sustainable change.
The data from the ONS demonstrates that there are still disparities within gender and ethnicity pay gaps and progress has been protracted and slow when recruiting leaders from diverse backgrounds and particularly from the Black, Asian minority ethnic communities.
This programme is designed to help the senior leadership teams and the management understand the importance and the value of diverse workforce, and supply chains. The data informs us that more diverse an organisation is, there are benefits in terms of consumer perception, performance, productivity, and profitability. Which means that at the end of the programme, delegates will be equipped to develop a DEI strategy for their current organisations, they will also be able to recognise, individual, organisational and cultural
factors that are structurally bias or recognise personal biases. Organisations will be able to develop a plan to diversify your workforce, Identify ways to implement and
design diversity construct a communication.
Diversifying Your Workforce:
Micro-Level Strategies
Understanding the basic, the essentials of drafting inclusive job ads and unbiased interview
protocols, Understand the data about bias in recruitment, promotion, training, and development.
Under the evaluation process, including compensation, promotion and performance reviews.
1. Develop recruitment strategies to attract a more diverse and inclusive talent pool of candidates.
2.. Develop strategies to recruit and retain a diverse workforce in your organisation..
3. Develop strategies to mitigate risk of defaulting to a lack of diversity and inclusion within your organisation.
“Your Race, Gender, disability, sexual orientation, education, Social class, or background should not impact on their ability to work and find a job that you enjoy.
However, we recognise and acknowledge despite some organisation best endeavours, there is still a disconnect between perception and their reality, as minority groups are still disadvantaged through many recruitments’ campaigns.
This has led us Aspire formulating an wide-ranging recruitment approach that helps
businesses tap into a pool of professionals that are often under-utilised. We aim to work in partnership with organisations, to identify suitable candidates from diverse communities and other underrepresented groups.
At Aspire we aim to recruit, train and develop partners within the Private, Public and 3rd sectors, to ensure that they attract and retain staff from Black, Asian and ethnic minorities."
