Diversity Equity & Inclusion, is it just a cliché ? or perhaps a simply a requirement many organisations tackle through superficial policies or programs designed to satisfy regulatory frameworks. Organisations simply need to tackle this area with vigour and zeal in order to reap the innumerate organisational rewards that ultimately reflect themselves both directly and indirectly in the company’s Profit & Loss statement.

Despite the strength of the business case, very few organizations can say they’re truly inclusive. It’s not that diversity, equity and inclusion is suffering from a lack of attention but it is suffering from a lack of results. Why?

The intent is there. Leaders are making pledges to do better at building more inclusive organizations. The challenge for many is knowing where to start and where to focus.

It’s not enough to just talk about change; we must act to change. We must build inclusive organizations by design, not default. Make decisions based on data and facts, not long-held bias. We need to hire and nurture inclusive leaders who can bring together diverse knowledge, perspectives, and experiences. To unite everyone behind one vision. Then support the right team mindset and behaviours with the right structure and processes to make change happen.

Kandil Consulting Group’s premise, is that without a truly robust, reflective and measurable DE&I, the organisation leaves itself venerable to employee disengagements, high employee turnover, and ultimately a decrease in productivity and profitability.