25 April 2024 - Designing For Inclusion

In 2021, we engaged 2 interns from The University of Liverpool, Abi and Jodie, to explore the research question,

Is it possible to design and embed diversity, equality, and inclusion into an organisation.

What follows is an extract from the executive summary of their research. If you would like to read the full report, please get in touch.

Their research won the 2022 EODF award for Diversity Equity and Inclusion expertise recent years, social justice movements and media coverage have continued to surface questions in respect of diversity, equality and inclusion which have given rise to conversations within organisations. The question is, are organisations acting upon these conversations and changing the way in which they operate?

Partnering with the European Organisation Design Forum, we have asked this question to begin to understand if it is possible to design and embed diversity, equality, and inclusion into an organisation.

We were commissioned to carry out this research by Peter and his team who hold the belief that effective organisation design requires a humanistic approach applying an Organisation Development (OD) mindset. Organisations consist of complex and social processes with people at the centre.

We found a simple, yet profound summary provided by the Equalities and Human Rights Commission to be particularly helpful, “if everyone has a fair chance in life, we all thrive.”

As the leading researchers, we are delighted to share our summary findings with you in the hope our work will prompt us all to create communities in which we all thrive. 

Abi Richards

Jodie Walls

Liverpool September 2021

Is possible to Design Diversity Equality and Inclusion into an organisation?

The Seven Recommendations

• Leadership commitment to action: if it’s not evident, don’t waste your time.
• Explore, discuss, and define what each of the words, diversity, equality, and inclusion means in your organisation – create the shared conversations of meaning.
• Whole system focus: include your whole organisation - people, policies, and practice, not just HR.
• Personal storytelling: develop training, encouraging learning in the spirit of humble enquiry – “This is a place where ..”
• Organisation assessment: find out all can about what has been done or being done in the space.
• Involve people to co-create the future: this is about the inclusion of everyone.
• Engage with the wider community: seek out others who are exploring the same issues in your city, town, or community.

Designing for Intentional Inclusion, how do we make it happen?

Some questions to consider.

• How can this discrimination and bias be reduced in recruitment and in promotion?
  1. What’s currently working in your place of work to promote diversity and inclusion, and what’s not working and why?

• Do you believe those on the receiving end can stop the bias they receive? Why and how?

• How can your place of work ensure that everyone participates in the efforts to promote diversity and inclusion at work?

• What strategies are implemented at your place of work that are effective or ineffective in ensuring that people understand the bias they have? And why?
  1. How do you think people should learn about bias and discrimination?

• How can leaders set the right tone and promote diversity, equality, and inclusion? What do you recommend should be done to ensure that leaders are on board in promoting DEI efforts?