Shaping the Future by Operationalising Equity
Equity drives merit. We’ll show you how.
Confusion around equity versus equality limits progress and caps a business's growth potential.
Operationalising equity means embedding fairness and inclusion into every aspect of your operations, ensuring equal access, opportunities, and treatment for all employees and customers.
We understand the complexities and challenges of building equitable and inclusive business foundations.
That’s why we created Operationalising Equity, a service designed specifically for business leaders who are early in their inclusion journey. It provides the tools and strategies needed to integrate equity into your core operations, empowering you to move forward with confidence and clarity.
OUR SOLUTION
Operationalising Equity
Operationalising Equity is a foundational service that guides leaders through the process of integrating fairness and inclusion (i.e. equity) into key people processes—such as hiring, retention, and promotion—while building internal DEI capabilities. It involves creating policies, practices, and procedures that ensure equal access, opportunities, and treatment for all employees and customers.
Operationalising Equity can be a standalone or integrated with another service.
Phase 1: Inquire
The Inquire phase begins with a thorough exploration of the organisation’s current state, focusing on its people processes, policies, and practices, with the goal of gaining a comprehensive understanding of the organisation's current equity landscape. This serves as the foundation for the next stages of the process.
Phase 2: Ideate
In the Ideate phase, the focus shifts to collaborative problem-solving, where we invite diverse perspectives and experiences to shape the strategies, co-creating actionable ideas that align with the organisation’s goals, culture, and context.
Phase 3: Incorporate
The Incorporate phase is where we turn ideas into actios. This involves designing and implementing equity-focused policies and practices, address gaps and challenges identified to date and carefully integrate equity into daily operations, laying the groundwork for long-term cultural change.
Phase 4: Iterate
The Iterate phase involves ongoing evaluation and refinement of equity initiatives through continuous feedback, data analysis, and regular assessments. This adaptive approach ensures strategies are effective and evolve with the organisation's needs, fostering sustained progress toward inclusivity and fairness.
What’s included
We offer different packages to suit every budget and stage. Below are the key elements we offer and we can go as lean or large as your business requires.
Equity Audit
Review of existing policies, practices, and processes to uncover bias and inequity, alongside an evaluation of the organisation's current inclusion and equity status, particularly within people processes.
Accountability & Impact Measurement
Establishing accountability mechanisms and conducting regular impact assessments ensure sustained commitment to equity and enable data-informed adjustments to improve effectiveness.
Leadership Workshops
Tailored workshops to equip leaders with the skills, knowledge, and practical strategies needed to operationalise equity and inclusion in daily business practices and everyday behaviours.
Ongoing Support & Capability Building
Empowering employees to confidently design and implement initiatives through targeted guidance, support, and capability building, ensuring sustained success and scale potential.
People & Culture Analytics
Data-driven analysis of how employee demographics intersect with their experiences, supported by ongoing monitoring to measure progress and impact.
Tailored packages starting from A$250 pp
How exactly do equity-centred processes support various business functions?
Diverse teams + inclusive cultures have been proven to accelerate commercial performance, increase innovation, cultivate happy teams and grow market share.
Here are some of the ways an equity and inclusion strategy can support various business functions.
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Employees of firms with diversity are 70% likelier to report that they captured a new market
+70% of Limited Partners (LP’s) include Environmental, Social & Governance (ESG) in their due diligence
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59% of people say they are more loyal to brands that stand for diversity and inclusion in their online presence incl. advertising
In more than 90% of the simulations run by Facebook, diverse representation was the winning strategy for ad recall lift
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Inclusively designed products & services can reach & benefit up to 4x the intended audience
Diversity of thinking has been found to enhance innovation by ~20% and better equip teams to identify risks
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76% job seekers report that a diverse workforce is an important factor when evaluating companies
With a strong employer brand, recruiters experience 43% less friction introducing your company to top talent
Testimonials
Are we a good fit?
While we’d love to help everyone, there are some business challenges that Operationlising Equity is more suited to help.
If the below is you, let’s chat. If your organisation falls outside of this, send us a message and we can design something more tailored to your needs.
Industry & Role
You are a Business Owner or People Leader who wants to build fairness in one or more people processes.
Size
You are a small-to-medium enterprise with 500 employees or less.
Stage
You’re early on the diversity and inclusion journey and still working out its different applications.
FAQs
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Operationalising equity is crucial because it embeds fairness into the core operations of your organisation, ensuring that everyone has the opportunity to thrive, regardless of their background or identity.
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Absolutely. We appreciate that no two businesses are alike and that some may need quicker, more immediate solutions, so we flex with your current position.
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Equality means treating everyone the same, regardless of their needs or circumstances, while equity involves recognising that different people have different needs and providing the specific resources and opportunities they need to achieve similar outcomes.
In other words, equality is about uniformity, whereas equity is about fairness and addressing disparities to ensure that everyone has an equal chance to succeed.
Operationalising Equity focuses on identifying where support and resources should be adapted to meet the unique needs of individuals and groups.
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After the initial implementation, we provide ongoing support through regular check-ins, impact assessments, and data analysis.
Our iterative process ensures that we continuously refine and adjust strategies based on your organisation’s evolving needs.
This support is designed to help you sustain progress and adapt to any new challenges that may arise.
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The timeline for seeing results varies depending on the size and complexity of your organisation, as well as your current state of equity and inclusion.
Generally, you can expect to see initial changes within a few months, with more significant, sustained outcomes emerging over the course of a year as new policies and practices are fully implemented and refined through our iterative process.
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Absolutely. The Operationalising Equity service is designed to meet organisations wherever they are on their DEI journey.
Whether you’re just starting out or looking to enhance existing initiatives, our tailored approach will help you build a strong foundation and guide you through the process of embedding equity into all aspects of your operations.