We led an Access Audit for a city centre at the request of its Business Improvement District team to assess the quality of experience for disabled visitors to the city.
This required knowledge of best guidance and standards on disability, significant planning to ensure all required areas were appropriately covered during the allotted time, the capture of a large amount of data to be included in the customer report, and flexibility to cope with unanticipated changes in weather and access to areas within the audited site.
A leading provider in homeworker-based services and solutions wanted to encourage candidates to share information about disabilities as early as possible in the recruitment process.
We carried out a review of the organisation to help us to understand current working practices, key challenges, goals and strategy. As result, a top 20 recommendations were identified across areas including: Website, Interview Development, Managing Adjustments and Inclusive Language. The organisation now has a live action plan that we will continue to evolve.
A Norfolk castle was the location for a full access audit, inclusive of the strategy and approach for accessibility and inclusion across the site. We completed a full audit of the Castle considering the social model of disability, cognitive, sensory and physical conditions and impairments.
The organisation now has a full set of prioritised recommendations and actions to underpin and form a 1-3 year improvement plan.
A global IT services organisation wanted to ensure its support for to transgender employees was inclusive and based on emerging good practice.
We led a team of employees to systematically review policies and organisational functions involved in supporting the transition of an individual. This included identifying all employee HR policies and supporting documentation.Transgender representatives were consulted and engaged throughout. A key output was the launch of a support guide for transgender employees and their managers, which was recognised as industry good practice by Stonewall.
A global telecoms organisations wanted to increase the number of people who shared their diversity information with the organisation. Working with the internal communications team, we created a new communications campaign including online tutorials to show people how to access their personal details and update them.
We worked across the organisational structure to ensure the messages were clear, concise and transparent, explaining how sharing your diversity information could benefit not only the business, but other colleagues as well. As a result of this campaign, there was an increase in the number of people sharing their information.
A global communications organisation wanted a review of all of their employee networks and recommendations for next steps.
We conducted an end to end review of all seven networks including looking at the governance, the structure, the election process and the strategy of each of these networks. Working in collaboration with the networks and the Diversity & Inclusion team, we held a number of focus groups to get a deeper understanding of what challenges and opportunities the networks were facing. A set of recommendations was made and then implemented by our team.