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An AI generated image of a tree sketched in black orange and white to represent a culture inclusive of everyone

Do you know you need to do something about culture, diversity and inclusion... ?

But you’re not quite sure where to start?

Ask our chatbot by typing in a question below…for example:

How can I be more inclusive?

Where do I start with diversity and inclusion?

What are micro-aggressions?

What are the nine protected characteristics?

Find your starting point

Our Do-It-Yourself tools have helped organisations like Hospice UK, Cystic Fibrosis Trust, Alcohol Change UK and many more.

How could we help you to develop the culture, diversity and inclusion of your organisation?

We can also provide support to help you get momentum for change.

A selection of logos including Hospice UK, YESS, Cystic Fibrosis Trust, Gamcare, RTPI, British Society of Immunology, SCIE, Every One Every Day, Noah, Keech Hospice Care.

Curious about how AI might help you?

When we are working with people on culture, diversity and inclusion stuff, we often hear about how there is so much going on at work that there is no time to stop and think about what might need to change.

So we wondered how we can help people do things differently so that they have more time to stop and think about what might need to change.

Artificial Intelligence (AI) is something that we believe can help. And we’ve found it’s not just able to help you write more quickly, it’s also able to help you think things through in ways you wouldn’t previously have been able to unless you had 24/7 access to a very widely read manager and a coach and a change manager and a whole bunch of other useful people!

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The benefits of developing an organisation

There are many benefits to developing an organisation. Here are a few of them:

Service delivery: A strong organisational culture can help to ensure that people are motivated to provide excellent service to the cause. When people feel valued and respected, they are more likely to go the extra mile.

Governance: A strong organisational culture can help to ensure that the organisation is run in an ethical and responsible manner. When people share the organisation’s values, they are more likely to make decisions that are in the best interests of the cause and its stakeholders.

Fundraising: A strong organisational culture can help to attract donors and supporters. When donors and supporters see that the organisation has a strong culture, they are more likely to believe that the organisation is a good investment.

Finance: A strong organisational culture can help to ensure that the organisation’s finances are managed effectively. When people are committed to the organisation’s success, they are more likely to be careful with the organisation’s resources.

Strategy: A strong organisational culture can help to ensure that the organisation’s strategy is executed effectively. When people are aligned with the organisation’s goals, they are more likely to work together to achieve those goals.

IT: A strong organisational culture can help to ensure that the organisation’s IT infrastructure is used effectively. When people are comfortable with the organisation’s IT systems, they are more likely to use them to their full potential.

"I need to have conversations with my colleagues about inclusion. I need to share what I'm learning, and I need to listen to their experiences."
Learner feedback
Inclusive behaviours eLearning

When your people are taking action for inclusion and doing things that demonstrate your organisation’s values, rather than just going through the motions of saying the words, real change starts to happen.

If you want to build an inclusive culture, then you and your people need to demonstrate positive, inclusive behaviours.

Inclusive culture. For everyone.

A workplace culture that is not inclusive of everyone can have a number of negative consequences.

Here are a few of them:

  • Low morale. When people feel like they are not valued or respected, they are less likely to be engaged in their work. This can lead to low morale, which can manifest in decreased productivity, increased absenteeism, and higher turnover rates.
  • Reduced creativity and innovation. When people feel like they cannot be themselves or share their ideas, they are less likely to be creative or innovative. This can stifle innovation and lead to missed opportunities.
  • Increased conflict. When people feel like they are not treated fairly or equally, they are more likely to experience conflict with their colleagues. This can create a hostile work environment and make it difficult for people to focus on their work.
  • Damage to the organisation’s reputation. When an organisation has a reputation for being unwelcoming or discriminatory, it can damage the organisation’s reputation and make it difficult to attract and retain the right people.

A workplace culture that is inclusive of everyone is essential for a number of reasons. It can lead to increased productivity, enhanced creativity and innovation, improved decision-making, reduced conflict, and enhanced reputation.

Own the change

If you feel ownership of the culture change that is so needed across work and life. 

And you are keen to get going and be a catalyst for change.

You might find these tools helpful for your personal development journey.

These tools are freely available for you to use as an individual contributor to change.

You don’t need to wait for your leadership team to put together a plan…the time is now, you own the change.

If not now, when? If not you, then who?

Drive the change

We have so much untapped and unrecognised talent and capability in our organisations.

Even talking about ‘Leadership competence’ and focusing only on the ‘Leaders’, has implicit in it, a denial of the capability of others.

We have created toolkits that you can use to develop culture, diversity and inclusion in any organisation.

Contacts

If you'd like to chat, please email

ed.shrager@charityculturecatalyst.com

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