Discover why a bespoke approach to EDI is not just beneficial but essential. This article explores how tailored, human‑centred equity, diversity and inclusion support leads to meaningful cultural change, deeper collaboration and resilient strategies that adapt to shifting social and organisational landscapes.

Imagine the scene: you are talking to the people you work with about diversity, equity and inclusion. You tell them that you want to make sure the organisation better reflects the society we live in.

In my Diversity, Equity, and Inclusion consultancy, the idea of language comes up regularly. It might be people telling me they don’t know what to say- what words to use to describe people without causing offense. It might be teams of people discussing what words to use to accurately convey their thoughts and values regarding DEI issues.

As a Diversity, Equity and Inclusion Consultant, I am often asked by organisations to help facilitate conversations with groups of people to learn more about their personal experiences. Examples of this include leading a conversation with black and global majority employees to discuss their experiences of racism within an organisation