Inclusive Organisations and Institutions

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Building an inclusive organisation isn't just beneficial; it's a major factor of success in the modern business landscape. Organisations that seek, celebrate, and embrace diversity will have several very real advantages over their competitors. But we must be clear this is not just about building a diverse workforce. In order to benefit from the advantages of diversity and inclusion, your organisation needs to embrace truly inclusive behaviours, and if you are successful in doing so here are just some the benefits...


Each employee brings a set of skills to the organisation. By its very nature, a diverse workforce provides a diverse set of competencies and capability. The broad set of skills and perspectives of a diverse team provides a greater chance at achieving breakthroughs like new products and services, new markets to address, or new approaches to existing markets.


Hiring for cultural fit is a popular strategy for organisations, but there's a point at which it becomes a barrier to diversity and growth. A truly diverse organisation will develop an inclusive culture that provides a sturdy foundation as the basis for thriving within an ever-evolving business landscape.


One of the greatest advantages of a diverse workplace is the host of perspectives it provides. There are often countless ways to solve a problem, but without varied perspectives, most of those solutions aren't always obvious, or even visible. The more diverse perspectives you can focus on overcoming a particular challenge, the more likely you're going to land on a brilliant, creative solution.


This may be one of the most simple, but overlooked benefits of diversity in the workplace. By hiring diverse candidates, an organisation has its pick from a much larger pool of highly talented individuals than an organisation that isn't. That's a huge advantage.


Organisations that ensure they have the conditions in place that facilitate diversity and cultivate inclusion in all aspects of their operations create engaged and productive employees. Employees that feel included and valued yield greater commitment and motivation, translating into increased productivity, and fewer resources spent on employee turnover, grievances and complaints.


An organisation with a diverse workforce has a huge advantage when addressing constantly evolving markets. A major element of effectively addressing a market is building a relationship with the people within it. Better meet the needs and wants of your consumers by better understanding them. Adapt your products and services to meet their needs. Do that, and you have expanded your potential customer base exponentially.

of the population live with a disability and are overlooked consumers



of employees believe that overall workplace diversity should be a priority for business leaders



more revenue is earned by teams where men and women are equal



Of employees working for organisations committed to inclusiveness are more likely to have positive attitudes toward their work and employer



greater performance of radically diverse teams over non-diverse teams



More revenue is earned by bilingual employees




Inclusive Benchmark Study

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The Inclusive Foundation annual International Inclusion Benchmark Report covers 54 inclusive indicators, plus financial and human capital measures, to help you see where you rank and how you are tracking toward inclusiveness in your organisation.

Study Program Inclusions

  • An employee survey and optional external customer survey
  • Employee, people leader, and reference group focus groups
  • Full-day review of documentary evidence with functional leaders
  • Confidential submission of key performance measures (financial and human capital)
  • Analysis and reporting
  • Full-day debrief of results including design thinking strategy workshop with 8 Advisors representing each under represented group
The Inclusive Benchmark Study

will answer these questions for you

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How do our inclusion improvement initiatives positively contribute to our bottom line?
How does inclusion contribute to our employee attraction, performance, contribution, and retention?
What are the low cost - high impact things we can do to rapidly make an impact to inclusion in our organisation?
What specific inclusion behaviours and actions do our leaders and managers need to develop?
What policies and procedures in our business need to be adjusted to promote inclusion?
What can we do to improve our product and/or service so we better meet the needs of all customers?
Here are some of the other ways we can assist you

Create an Inclusive Organisation

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You're not on your own. Our experienced team are here to help you.

Inclusion Strategy
A simple to follow inclusion action plan with referrals to skilled specialists to support you
Inclusive Design Workshop
Integrate inclusive needs in product, service, education, policy, and process design
Advisory Panel
A diverse team to assist you to objectively identifying inclusion opportunities and solutions
Evaluate and quantify where you are on your inclusion journey in comparison to your industry and region
Inclusion ROI
Provide evidence that inclusion benefits your financial and human capital bottom line
Inclusion advice and support at any time

Communicate with your employees, customers, and community that you are working toward creating a world where everyone is valued and included.


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Here are some things people are saying about The Inclusive Foundation

Contact Us

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How can we help you?




(0)402 158 261