Improvement isn’t just for teams
Delta is for all, and we work with groups and individuals to create and embed diversity and equity. We have products for individuals, as well as larger groups and teams.
Case study
Inclusion Ecosystem© change programme
We designed a cutting-edge organisational change programme, adopting evidence for leadership development and culture change and focusing on race equity.
We're experts on:
Supporting inclusion for all.
Allyship refers to an active and supportive role that individuals or groups from privileged or majority backgrounds take to advocate for and empower marginalised communities. Allyship involves recognising and understanding the systemic barriers and injustices faced by marginalised groups, and actively working to dismantle those barriers through actions, education, and amplification of marginalised voices.
Delta’s coaches and consultants can work with you to support your employees to be upstanding allies who build equitable and inclusive organisations that flourish.
Ensuring fair and effective leadership.
Effective boards result from getting several processes right, including director selection, achieving the right skill combination and harnessing positive group process.
Hiring or appointing to boards based on merit, while also having diverse representation is absolutely possible and achievable, and not a choice between the two.
Delta has expertise in in supporting and harnessing top team and board diversity for performance, through audits, facilitation and coaching .
Be the change you wish to see.
We present a range of practical actions to develop inclusive leadership behaviours from quick wins to longer term initiatives such that participants can address their individual areas of priority and drive meaningful change straight away.
An intersectional lens.
Intersectionality recognises that people belong to multiple social categories at the same time (this means, evidently, we all have gender, ethnicity, sexual orientation, and are born into a certain socio-economic class). These social categories are overlapping and interconnected, not independent (this means, for example, that an African American woman is not African American one day and a woman the next – she is always an African American woman). Everyone’s experiences are unique, because experiences of one social category are also linked to membership of their other categories.
Delta works with your organisation to understand your people, teams and culture through an intersectional lens and helps design solutions for your specific context that meets your organisation’s equity and performance goals.
Cultivate awareness, clarity, and compassion.
Delta’s mental health experts can work with your organisation to build mental health awareness and understanding, deliver Mental health First Aid courses, and promote an equitable and inclusive culture that embraces the difference of a diverse workforce.
Exploring and challenging thought processes.
Our approach to mitigating bias is different. First, we draw on the latest evidence for maximising the impact of bias training in work. We then focus on negative as well as positive biases to help participants understand how both play out at work and the potential impact on different individuals or groups. Our mitigating bias workshops explore how different biases show up in our thought processes and impact our everyday interactions and decision-making.
Celebrating and harnessing the power of difference.
Many organisations across the world recognise the distinct abilities neurodivergent individuals can bring to the workplace. However, despite the efforts to increase representation of neurodiverse talent across the workforce, there is still substantial inequity in the way neurodivergent individuals experience opportunities for meaningful stable work or career advancement in comparison to their neurotypical peers.
An organisation that promotes a neuroinclusive and neuroaffirmative workplace benefits from diversity in thinking. Cognitive diversity can be under-valued in business, although it can be the cornerstone of an entrepreneurial mindset and innovative solutions.
Onwards and upwards.
We are experts in working with teams to embed lasting cultural and organisational change. Whether you have a strategy or initiative in place, or need help creating one, Delta will meet you at your current point in your equity and performance journey.
Ensuring employees are heard and valued.
A psychologically safe culture is one where people are confident that their voices are heard and valued at work. In psychologically safe cultures, team members are more likely to speak up, ask questions, learn, contribute, and challenge others in a respectful manner because they don’t fear negative consequences.
Delta have worked with leading organisations across the globe to build psychologically safe cultures, allowing employees to feel safe and valued.
Building understanding.
A lack of race fluency and low race confidence prevents organisations from meaningfully addressing racial and ethnic underrepresentation, from board level to pipeline initiatives. It is a foundational capability required for businesses striving to meet their racial equity goals. Being race fluent means the ability to understand and articulate the different experiences and outcomes for racially minoritised people at work so that purposeful action can be taken to disrupt the status quo and close gaps.
Delta are experts in building race fluency and race confidence within your organisation, creating inclusive cultures and organisational change that meets your business goals.
