Organisation diagnostic

A deep dive review to find out if people from underrepresented groups and overrepresented groups are having a similar and good experience.

Diagram showing the diagnostic process. It is a shape made up of 10 areas which can achieve a maximum rating of 15.

Example of an executive summary

The diagnostic reviews colleague and customer experience, as well as infrastructure and wider world impact. And is most often used by organisations striving to be more conscious about their impact on people and planet.

How it works

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    Step 1 - Diagnose

    We talk to colleagues and review company information to understand where you are now and determine specific actions for progress.

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    Step 2 - Validate

    Colleagues validate findings, agree measures of success and help prioritise ambition for the first 12 months based on work already happening.

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    Step 3 - Deliver

    The results and action plan are presented to your leadership team for any further refinements, then actions begin to be delivered.

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Impact

Clients typically repeat the diagnostic 12-18 months later and see a 15-20 % improvement.

Ongoing support

It’s reassuring to have ongoing consultancy from someone who has got to know your organisation and Catherine can support you to deliver some or all the actions identified in the diagnostic.

What clients say

  • "Working with Catherine has been engaging and enlightening. Her thoroughness, knowledge, and passion for Diversity and Inclusion are truly inspiring. She excels at adapting to the unique language and culture of our business, making her insights and approaches practical. I highly recommend Compelling Culture for any organisation looking to advance their D&I ambition.'"

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  • “The process was thorough and done in a way which didn’t demand huge amounts of time. The results were eye opening where with benchmarked evaluation we have been able to see where we’ve made progress and just how much opportunity there is to do more. As an Executive team, we are now adjusting plans and challenging our individual and collective approaches. This input has been invaluable in giving us the opportunity to stand out as an employer in our industry”

    Bupa Dental Care

  • "Catherine has been working with us for 3 years to help us develop and embed EDI in Futures. The progress we have made has been quite incredible. Following Catherine’s model and advice we have been able to focus our efforts and limited resources for maximum benefit. This culminated in our Board meeting where we received full and enthusiastic support for some very progressive plans. If you want create a more diverse and inclusive workplace I can't recommend Catherine highly enough."

    Futures Housing Group

  • "Compelling Culture did the Inclusion Diagnostic back in 2020 to help us make sure we were driving deep and lasting change. It gave fabulous insights on what we were doing well and a road map to target our efforts. When we did the Inclusion Diagnostic again in 2023, we were delighted our 15% improved results could demonstrate to senior stakeholders the real difference we were making. Having that external perspective did wonders to boost credibility and confidence in our ongoing plans."

    Which?

  • "We have used the inclusion diagnostic twice and it’s provided a valuable external view of the 15% progress made against our action plan. We also have clear insight into where we need to focus our efforts and can demonstrate progress across the business for our Executive and Board. With the increased focus on D&I from the Regulators, this has been instrumental in ensuring we are in a strong position."

    Principality Building Society

  • "The Diagnostic has helped bring inclusion to life across teams and prioritise our efforts for long term change. The guidance is both practical and guided us to focus on boosting manager and leadership confidence, everyday colleague experience, and enhancing our data collection and reporting. We've also connected inclusion with our community impact, and been confident in demonstrating our commitment to external stakeholders. We're already looking forward to the next report and tracking our progress."

    Müller

Let's talk about embedding inclusion into your organisation

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