Understand the differences.
Establish a baseline for belonging, fairness, respect and psychological safety. Explore differences across groups while protecting confidentiality.
Vibe D&I
Understand inclusion. Make progress people can feel.
Vibe D&I combines tailored inclusion surveys, a structured diagnostic and executive reporting with specialist support. Understand how different groups experience work, then focus leadership development where it matters.
LISTEN TO LIVED EXPERIENCE
Better insight starts with better questions.
Understand how inclusion is experienced across roles, locations and demographic groups. We design the questions with you and examine fairness, acceptance, belonging and safety alongside the wider culture.
- Leadership and communication
- Diversity, inclusion and belonging
- Benefits, reward and recognition
- Learning and development
- Work-life balance and wellbeing
- Innovation and employee voice
BLENDED LEARNING
Turn the themes into everyday practice.
Shape development around the findings, combining workshops, coaching and online learning as agreed. Help leaders recognise their impact and practise behaviours that support inclusion.
LEADERSHIP BRAND
What do you want your leaders to be known for?
Help leaders understand the reputation their everyday behaviour creates. Connect feedback to clear expectations, personal development and continued review.
RELEVANT EXPERIENCE
Inclusion research in practice.
Published examples of research into inclusion and lived experience.
SKYUnderstanding inclusion.
A common framework.
Understanding inclusion.
Informing priorities.
Explore how tailored employee research informed Sky’s inclusion priorities and leadership development.
Read the Sky case studyLIBERTY GLOBALA common framework.
Local understanding.
Discovery workshops and a configurable survey explored lived experience across operating companies, supporting a shared research framework with local context.
Read the Liberty Global case studyOUTCOMES & RETURN ON INVESTMENT
Agree the impact. Track the change.
Understand different experiences of inclusion, agree where change is needed and check whether people feel the difference.
Agree what changes.
Prioritise the themes that matter, with action owners, deadlines and leadership support. Make the intended change clear to the people affected.
Listen again.
Repeat agreed questions and review feedback to see where experiences are improving or gaps remain. Use the findings to refine the next actions.
How we assess progress and value
| The outcome | How to assess progress |
|---|---|
| Inclusion and belonging | Movement in agreed belonging, fairness, respect and psychological safety questions |
| Differences in experience | Progress on material gaps between groups, with appropriate confidentiality |
| Action and accountability | Owners, completion dates and follow-through for the priorities agreed |
| People and business outcomes | Relevant engagement, retention or development measures alongside the diagnostic |
Build the business case.
Connect the agreed improvements with relevant retention and development measures. Where benefits can be attributed and valued, compare them with the full cost of the programme and the actions taken.
Agree a baseline, review period and benefit owners. Include delivery and implementation costs, and account for other changes affecting the result.
ROI = (attributable benefit − total programme cost) ÷ total programme cost × 100
YOUR NEXT MOVE
Get to the heart of inclusion in your organisation.
Explore your priorities through a free, friendly 30-minute initial consultation.
Book a free consultation ↗