Interweave’s inclusion survey is a proactive way to intentionally solicit feedback from employees and measure perceptions of how “included” employees feel in their work environment. The audit covers quantitative and qualitative information about- Perceptions, Levels of satisfaction and Specific experiences among employees in the areas of diversity, equity and inclusivity in workplace.

It will identify critical work group issues if any that need immediate attention on priority. It is an ideal starting point for organisations that are in the early stages of developing a diversity strategy and a benchmark to measure improvements and effectiveness of initiatives at a later date.

It can also be an effective tool for organisations that have rolled out various D&I initiatives and would like to run a dip-stick to check the extent to which these interventions are actually translating into practices. It would mean that the employees are truly experiencing an inclusive workplace.

This brief workshop is intended as a candid conversation with the Senior Leadership in order to prepare them for the D&I journey. Leadership plays a key role in setting the context for diversity and inclusion in an organization and thus leading the transformation. This workshop introduces them to the business case for D&I, current perspectives and some of the progressive practices in the industry including what has worked well and what has derailed initiatives in other organisations.

This workshop explores how to build a gender balance in organisations. It helps participants understand the complexities that gender brings into organizational dynamics. It also focuses on the results that each form of diversity brings, its manifestations at the workplace and how to build a gender-balanced workplace.

Essentially designed as a Gender Sensitization workshop, it helps build Gender Intelligence amongst the participants who may be either managing or working in mixed gender teams. It focuses on conveying an enhanced understanding of the complex play of gender beliefs and its impact on our communication, behavior and interactions at work.

Thanks to technology, we are still adjusting to “work anywhere, work everywhere” approach. While most organisations have flexible work policies, many struggle with implementing them in an equitable manner. Managers who are unable to provide flexibility are seen as unsupportive and a general sense on ennui exists in the organization that in spite of policies, everyone does not get its benefits. Implementation of flexible work options has therefore been a challenge for many organisations.

As there is no one-size-fits-all solution, Interweave’s approach simplifies this otherwise complex task into a transparent and collaborative process where the responsibility is owned by the individual manager and his/her employee. By focusing the process on the nature of a client’s business and it’s unique operating requirements like client contact hours, data security, workflow and workload peaks/troughs etc., the process weeds out irresponsible requests ensuring seamless and equitable implementation.

Do reach out to us to understand more of our unique approach, in helping organizations implement flexible work arrangements.

The hiring process presents a tremendous opportunity for your organization to increase diversity. Yet ironically, it is at this stage that diversity is most often filtered out.

Appreciate the value of diverse applicants and assessing a diverse talent pool with sensitivity to their differences is something every hiring manager should be aware of. Whether it is assessing the potential of different resume structures or behavioural expectations at the interview. This also covers conscious attention to possible biases for the age, gender identification, height and weight.

The value of employee networks for support on personal and professional development opportunities for diverse groups is well documented. These self-driven employee groups are great to also provide community outreach, mentoring and supplier diversity. Most progressive organisations have initiatives in this regard. If you are looking to put together a Resource Group for your organization, Interweave can support to make sure you have thought of everything to make it a success.

Our first building block in appreciating and sustaining an inclusive workplace.

This is designed to help employees explore unconscious biases and how our assumptions and beliefs impact our choices. Using workplace situations, participants will explore how it plays out at work and the resultant implications around communication, innovation, hiring, engagement, and building organizational culture. While a bias is not necessarily a problem, it can become one if it prevents a leader from behaving in an impartial way, hence the need for a focused discussion on this topic.