Most leadership training stays in the theory. But inclusion isn’t theoretical, it’s lived. It's not about what we intend to do. It’s about how others experience us. And that’s why traditional training often falls short.

One of the reasons Squash use drama is to help participants step into someone else's shoes and consider those unseen barriers they face.

This is where real empathy begins.

Practicing empathy is more important than ever. Our Unscripted Leadership sessions are helping leaders to role-model inclusive leadership and encourage a culture of perspective-taking. Find out more here.

Evidence suggests that traditional unconscious bias training is not effective at creating lasting change – and in some cases can even have a negative effect by reinforcing stereotypes. So, what's going wrong, and how can we improve it?

Data and statistics form the foundation of an effective DEI strategy. Collecting and analysing data informs decision making and enables us to track progress. When trying to engage the wider organisation, statistics can feel distant. People tend to become numb to data, so often miss out on truly understanding the reality of the situation.

You may have heard of two approaches, Calling In and Calling Out. While both intended to address unwanted behaviours, they are very different approaches. In this post, we’ll look at the nuances between the two, when you might want to adopt each approach and how you could go about it.

We are expanding our team and looking for freelance facilitators that are passionate about diversity, equality and inclusion.

Small talk sets the tone for meetings and is representative of company culture. Make sure it’s inclusive.

This week, we’re shining a spotlight on Elliott Rae and his incredible work in advancing gender equality.

To effectively address these biases, a different approach is needed - one that embraces consistency in order to keep unconscious bias front of mind.

Challenging gender bias can feel overwhelming and so it may be helpful to start small and think about what is within your circle of influence.

Inclusive meetings, in which everyone’s voices are heard equitably, require intention and allyship.