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Strategic ED&I advice for your organisation.

Our unique combination of research and practical expertise means Delta is well positioned to provide strategic advice to your organisation. We can draw on academic research, insights from organisational data and lived experience together with our own practical expertise and knowledge of best practice within the wider I&D landscape to shape and inform your strategy. 


We can work to your current scenario – whether it is developing a strategy or I&D framework for the first time, designing an action plan, reviewing existing processes, capturing insights or problem solving, we can apply our expertise to your situation in a way that best suits your organisation. 


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A differentiated approach.

Delta offers a differentiated approach that meets the needs of individuals by using an intersectional and cross-cultural lens that is led by our four intelligences: cultural, inclusion, diversity, systemic. This unique blend creates a trusting and psychologically safe space that enables exploration of potential complex and sensitive topics such as of what it means to lead with and across differences for minority and majority professionals, and the experience of their social identities in relation to the environment they operate in.   


With our approach we facilitate a space for minority professionals to develop a path to leadership through identifying and leveraging their unique strengths to navigate as a minority in a majority context. For majority professionals the space helps them raise their awareness of how difference plays out in careers and increase their capacity for leading across difference. 


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Develop capacity for inclusion.

Our ‘Building Blocks’ approach is a series of virtual or in-person workshops (typically supplemented with Delta Coaching Circles), specifically curated to develop teams’ or individuals’ capacity for inclusion and equity across a selected range of topics.

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Highest impact, sustainable change in your business.

Your organisation’s Inclusion Ecosystem© comprises a cohesive network of individuals and teams working in tandem, enhancing processes to actively foster a culture of inclusion and advance equity within your business. 


We help you activate your organisational Inclusion Ecosystem© by designing a learning and organisational development programme that drives culture change in your organisation, accelerating your inclusion and diversity actions to meet your strategic goals for equity and excellence and improve representation to attain your targets.  

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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. 


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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.

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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.  

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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.

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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.

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Drive culture change in your organisation, accelerate inclusion and diversity and improve representation to attain your targets.

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