Our approach to strengths-based diversity and inclusion
Do you struggle to take ‘diversity and inclusion’ from being an esoteric concept to a practical way of finding the best people and bringing out the best in them? You’re not alone. Our clients have struggled with this too. With a strengths approach we address this question, and many others:
How on earth can you be confident in reaching your diversity targets?
How do you increase the diversity of your workforce?
How do you connect with hard-to-reach talent pools?
How can you guarantee that your selection process is bringing you the best possible candidates?
How can you guard against unconscious bias and make sure your recruitment and development approaches are fair?
When you take a strengths approach to selection – whether it be for strengths-based recruitment or strengths-based development – diversity takes care of itself. Why? Because you are seeing each person for who they are irrespective of their gender, ethnic background, age or any other factor that can lead to unconscious (or conscious) bias.
If you care about getting the right person for the job, irrespective of age, gender, socio-economic background or ethnic origin, or you are simply keen to make sure you have diversity of thought in your organisation, switch to strengths.
The result is, not just diversity targets being reached, but a culture where people, whoever they are, feel included and able to bring all their talents to bear.