Diversity, equity, and inclusion are core principles upon which we can build fair and inclusive work environments within companies and organisations of all sizes and sectors.

Diversity recognises the importance of having teams made up of individuals with different identities, backgrounds, characteristics, and experiences. It often refers to aspects such as gender, race, ethnicity, sexual orientation, disability, age, religion, family status, and socio-economic background.

Equity refers to ensuring fairness and impartiality in the policies, practices, and opportunities offered to employees, clients, and even suppliers of a company or organisation, particularly for those who belong to groups that remain underrepresented in broader society and the labour market.

Finally, Inclusion focuses on fostering a culture of respect where the diverse perspectives, ideas, and talents that each individual brings are valued and contribute equally to the final outcome (product, service, achievement) for which the team works.

At inc.lude, we believe that equity and inclusion-related goals and practices, within a company or organisation, are much more than just regulatory compliance or hooks for a corporate communication campaign. They are about cultivating a culture where everyone can bring their best selves to work, regardless of their background or identity. This is why our approach to all the services we provide and the projects we implement is based on data, research, and best practices, as well as a holistic and human-centred model of organisational thinking, which is tailored to the specific needs and goals of each client.

Our services are designed to serve a broad range of companies and organisations across all market sectors. In our 13 years of experience, we have successfully collaborated with multinational corporations, large Greek organisations, small and medium-sized businesses, companies undergoing transformation, non-profit organisations, and public services. This breadth is not only due to the expertise, experience, and flexibility of our team but also because equity, diversity, and inclusion lay the foundation for a healthy work environment regardless of the number of employees or the company’s turnover.

On the other hand, not all companies are equally ready to place inclusion issues at the top of their strategic priorities. Based on our experience, those that often need it the most and have the highest likelihood of supporting it substantively are:

• Multinational corporations that need to implement international people strategies, adapting them to local ecosystems.
• Large companies facing European regulatory frameworks related to Due Diligence, non-financial reporting, board diversity quotas, or similar requirements from prospective investors or new markets.
• Businesses preparing for or managing mergers and acquisitions.
• Fast-growing companies that need to adjust their processes, infrastructure, and culture to accommodate larger numbers of employees.
• Companies of any size with a strong social vision but limited resources (human or expertise) that could develop and implement a long-term strategy internally.
• Companies starting their equity and inclusion journey but unsure of which initiatives are best suited to their needs and bring measurable results.
• Companies highly motivated to attract younger generations of employees or customers.
• Businesses from traditional sectors facing the challenge of integrating employees from four or even five different generations within their workforce.
• Companies with a cluster structure creating multicultural teams that often collaborate remotely.
• Non-profit organisations working in diverse environments or needing to assess their impact with diversity, equity and inclusion criteria.
• Public sector organisations undergoing modernisation or transformation.

No matter the profile of your business or organisation, we can collaborate to develop and implement comprehensive people strategies that align with your unique organisational goals and challenges. Companies that are committed to fostering an inclusive work culture, driving meaningful change, and promoting social equity are those that can most fully leverage our team’s expertise, dedication, and resources.

The services we provide are tailored to meet the needs of professionals from all departments and hierarchical levels within organisations, including senior executives, HR managers, team leaders, as well as employees in administrative, managerial, or operational departments.

Executives and employees from Procurement, Customer Experience and Service, Compliance, Corporate Social Responsibility, and Communications departments, although they often believe they are less involved in diversity, equity and inclusion matters than HR departments, can actually play a pivotal role in shaping a long-term, transformative social responsibility and sustainability strategy. Developing their skills, raising awareness, and supporting them on this journey is a key capability and priority for us.

Whether you need guidance on needs assessment and goal-setting, wish to enhance your organisation's policies and practices, or are looking for reliable partners to design impactful awareness and training programs, inc.lude can be a valuable ally in consulting, project management, training, and communications, to deliver the best outcomes for your company’s work culture.

Incorporating diversity, equity and inclusion principles and goals into an organisation's overall strategy is not just a moral imperative. It is not a passing trend, a marketing trick, or an easy way to counter long-standing issues in the company’s collaborative culture. It is a strategic business decision with clear benefits, requiring data, targeting, commitment, monitoring, and resources.

Companies and organisations that prioritise a fair and inclusive culture and make meaningful investments in related strategies unlock numerous benefits, such as increased innovation, enhanced employee engagement, satisfaction, and retention rates, broader market penetration, improved decision-making, and a stronger company reputation, especially in terms of employer branding. By ensuring that teams, departments, and the organisation as a whole operate fairly and inclusively, businesses can tap into the wealth of perspectives, experiences, and talents brought by their employees and partners. In doing so, they become leaders in creativity and innovation while better serving the needs of diverse customer groups and local communities.

Furthermore, cultivating a culture of psychological safety and collaboration, where individuals feel valued, boosts employee morale, increases productivity, and attracts top talent from a broader pool.

In today's globalised reality, paying attention to equity and inclusion is not a luxury but a competitive advantage that fuels long-term success and sustainability for any organisation.