Starting the journey shows genuine commitment to improving EDI for their people. As a trusted solar panel and battery installer and B-Corp, they are proud to be making a meaningful impact on the environment and the community through their installations and this step shows they are serious about making meaningful impact on the world of work too.
Interested to know what starting the journey could mean for you? Please get in touch to find out more.
Founded by the brilliant Joanna Theis and Gemma Harris (FLPI), Developing Growth is a Learning and Development consultancy that believes learning should be accessible for all. With nearly 20 years of combined experience in learning and development and professional coaching, they pride themselves on designing and delivering programmes that drive positive change that impacts performance, growth and business success. They are committed to creating an inclusive environment where all voices are heard and valued.
Our Community is a directory of amazing specialists that can help with all sorts of EDI related issues and challenges that you might be encountering on your journey.
Founded by the brilliant 🌍 Tarrah Nhari, with their official launch today 🎉 Tammwe are dedicated to bridging the gap between global businesses and African freelancers. Their marketplace provides a trust-driven platform for freelancers and businesses to discover, connect, collaborate, and transact with each other.
Our Community is a directory of amazing specialists that can help with all sorts of EDI related issues and challenges that you might be encountering on your journey.
This message is even more powerful and important now, than it was 5 months ago when we originally posted it.
Why? I hear you ask…
There is currently so much negative noise out there about EDI (DEI, DE&I or however you want to arrange the letters!).
Headlines suggesting EDI is dead, needs rebranding etc. 🙄
In light of what is happening in the US, it is easy to see why some people, organisations and the media are jumping on that particular bandwagon right now. Having Trump as a friend, rather than an adversary, probably seems a sensible option.
However, if you are an organisation with principles (and nothing to gain from having Trump as your mate), that understands it’s people are it’s greatest asset, why wouldn’t you show them you have their back?
Cancelling, re-branding or down-playing EDI sends a very clear message to your people (especially women, disabled, LGBTQ+, global ethnic majority, religious, neurodiverse, low socio-economic etc.) and customers:
✅ You are OK with them being discriminated against. ✅ You don’t want to have to treat them ethically/fairly. ✅ You don’t really want them working for/buying from you.
It might take a little while to feel the affects of this move, whilst they start looking for jobs with an employer (or products/services from a supplier) who does value them.
But they will vote with their feet soon.
At a time when division and hatred seems to be all around us, NOW is the perfect time to take a stand, be proud to be different and show how much ALL your employees and customers matter to you.
Founded by the fantastic Cecilia Harvey, Cultural Nexus design data-informed frameworks that embed inclusion, drive innovation and create lasting impact. Utilising the GC Index and their Cultural Intelligence Assessment they help organisations turn diversity into a strategic advantage.
Our Community is a directory of brilliant specialists that can help with all sorts of EDI related issues and challenges that you might be encountering on your journey.
Founded by the brilliant Lydia Charilaou, Labyrinth Consultants specialise in creating environments where every voice is heard and valued. Their mission aligns perfectly with ours, to transform toxic, challenging workplaces into inclusive, high-performing spaces.
Our Community is a directory of brilliant specialists that can help with all sorts of EDI related issues and challenges that you might be encountering on your journey.
If you are B-Corp Certified, or working to become certified soon, you will know they are undergoing the biggest evolution of their standards in their 17-year history.
There has been speculation about them introducing a minimum scoring standard in each pillar. So, what might that mean for B-Corps who achieve most of their score in two or three categories?
In our recent research, we found that 50% of UK B-Corps listed Workers as their number one priority for becoming certified, closely followed by Community.
After some examples of poor people-practices in B-Corps hitting the headlines this year, we’re predicting a tighter focus on Workers and Community in the new standards.
In B-Corps in the UK, employing over 50 people, the average Workers score is 32.4. The highest Workers score is 73.3 and the lowest, a worrying 12.9.
The average Community score is 19.1. With highest and lowest scores being 39.8 and 5.6 respectively. The highest DEI score is 12.
EDI News 