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 recognizing 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 can deliver any service tailored to the topic of allyship. See here for more information and which solution is the right fit for your needs.
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 seeking to improve Black, Asian & Minority Ethnic representation is absolutely possible and achievable, and not a choice between the two.
Delta are experts in board diversity, working with senior leaders and boards from leading organisations to ensure boards operate fairly and effectively.
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.
Delta can deliver any service tailored to the topic of inclusive leadership. See here for more information and which solution is the right fit for your needs.
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 examine the status quo through an intersectional lens and work toward cultural change that meets your organisation’s goals.
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.
Bias is the tendency to have negative (or positive) attitudes towards certain individuals or groups, and often leads to unfair treatment or unearned advantage of one group or individuals over others. Biases are part of the everyday human experience, they can never be truly eradicated. However, biases do have a significant impact on work, affecting decision-making, team dynamics, career outcomes and overall organisational success. It is therefore important to understand the impact of bias and for leaders and team members and to develop the skills to mitigate or reduce its negative impact.
Delta can deliver any service tailored to the topic of bias. See here for more information and which solution is the right fit for your needs.
Neurodiversity describes the full range of human differences in the way that information is reasoned with and interpreted. Neurodivergence or neurodivergency on the other hand describes the 15-20% of people where some of these cognitive processes differ from the majority population. Typically, neurodivergence is commonly associated with neurodevelopmental conditions such as ADHD (attention deficit hyperactivity disorder), Autism, Dyslexia, among many others.
Delta can deliver any service tailored to the topic of neurodiversity. See here for more information and which solution is the right fit for your needs.
Delta 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 met you at your current point in the ED&I journey.
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 can deliver any service tailored to the topic of psychological safety. See here for more information and which solution is the right fit for your needs.
Race fluency and race confidence
The concept of ‘race fluency’ was developed following ground-breaking research conducted by Delta’s Founder and CEO Dr Doyin Atewologun in 2014. The study found that business leaders are clearer, more eloquent and more confident when articulating talent management strategies that resolve gender inequities compared to solutions for racial inequities. 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.
Delta can deliver any service tailored to the topic of race fluency and race confidence. See here for more information and which solution is the right fit for your needs.
Delta talks… the power of inclusive coaching – part two
Discussing the power of evidence-based, inclusive coaching.Read more
Everyone’s talking about psychological safety for inclusion
Ensuring a sense of confidence that voices are heard and valued at work.Read more
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