Inclusion commitments fail in recruitment, procurement and decision-making
Intersectional approaches to diversity, inclusion and gender equality across recruitment, procurement, leadership, decision-making and institutional culture.
Why this is hard.
Almost every organisation we work with has a statement on diversity and inclusion. Far fewer have examined the mechanisms that determine outcomes: how roles are written and where they are advertised, who is on interview panels, which suppliers are eligible, whose leave and working patterns are accommodated, who is in the room when a decision is made, and what happens to someone who raises a concern.
Inclusion is decided in those mechanisms. We work on them.
Our approach is intersectional in a specific sense: we look at how gender, race, class, disability, age, migration status, language and other positions interact to shape someone's experience of an organisation, rather than treating each as a separate workstream with its own indicator.
What we work on here.
- 01 intersectional diversity and inclusion assessment
- 02 gender equality and gender mainstreaming
- 03 feminist governance and leadership
- 04 inclusive recruitment, progression and retention
- 05 inclusive procurement and supply chains
- 06 accessibility and disability inclusion
- 07 neurodiversity-aware workflows and learning
- 08 language justice in organisational practice
- 09 inclusion in decision-making structures
- 10 anti-oppression practice and training
- 11 addressing discrimination, harassment and exclusion
- 12 Women, Peace and Security in programming
How our services apply here.
This is a subject area, not a service. You commission one of the five below, applied to it.
| Service | Applied to Diversity, Inclusion & Gender Justice |
|---|---|
| Research & Assessment | Intersectional inclusion assessment; review of recruitment, progression, pay and procurement; analysis of staff experience |
| Frameworks, Policy & Governance | Inclusion policy and practice standards; inclusive recruitment and procurement procedures; feminist governance arrangements |
| Learning Design & Delivery | Inclusive leadership, anti-oppression practice, gender mainstreaming, power and intersectionality |
| Facilitation & Conflict Work | Facilitated processes on exclusion, discrimination or conflict across difference; inclusive consultation design |
| Advisory & Accompaniment | Support through inclusion commitments and cultural change; coaching for leaders |
Questions organisations bring us.
- "Our statement is strong. Our senior team looks exactly as it did five years ago."
- "We recruit diversely and lose people within eighteen months."
- "What does gender mainstreaming actually require of a programme team?"
- "How do we do this without it becoming a single person's job?"
Selected work.
A leadership curriculum for a global organisation
inclusive leadership training developed for a technical sector, addressing power and the abuse of power, organisational culture, governance, accountability and communication, and introducing sector gender guidelines. Adopted as the organisation's global leadership training.
Talk to us about inclusion.
Tell us the issue, the decision or the change in front of you. We will tell you honestly which of the five services fits, whether you need more than one, and whether CTDC is the right organisation for it.
The first conversation is free and carries no obligation.
