We work alongside DE&I champions in organisations around the globe.

Drawing on extensive research and real world experience, we help leaders create sustainable and measurable change through conversations, analysis and systems-based design.

Are you ready to boost your organisation through diversity, equity and inclusion (DE&I), but struggling to turn policy into meaningful change? Do you need help to implement a tailored DE&I strategy across multiple countries and cultures? Is finding the right approach to equity for your organisation keeping you awake at night?

Our DE&I services

Here are the main areas of DE&I expertise we can provide to create the support you need:

Most organisational policy and practices are based on the principle of equality – equal access for everyone. While equality is a great starting point, it is agnostic about context, historical influences and existing power structures, and assumes that there are no barriers for anyone.

If you want to see the dial move on DE&I, it is essential that you factor equity in the design of your people processes and practices. This ensures not only that everyone has access, but that any pre-existing barriers are removed for those employees who need it. We can support you to do this, by conducting an ‘equity review’ across your organisation, to identify areas where inequity is playing out. We do this by partnering with you to collect qualitative and quantitative data, that helps to map your current state and identify the needs, priorities and barriers to access that your employees may be experiencing.

Once we understand your current state, we work with you to co-design your people practices to include equitable interventions that ensure that any barriers are removed and that your operational practices are truly inclusive. We do this by following the principles of human-centred design, which means that we have the right voices in the room to help us design and tailor the approach for your organisation.

Understanding your current state is essential when building a cohesive and sustainable DE&I strategy. We partner with you to collect qualitative and quantitative data from your employees to understand current needs and priorities and benchmark your organisation against your industry, customer base and competitors. These insights form the foundation for your DE&I strategy and objectives.

Successful D&I strategies are leader led, underpinned by a great policy framework and supported by achievable goals and a robust governance model. These are the foundational building blocks that underpin a tailored and sustainable DE&I strategy, without which, you won’t get off the ground.

Policy is important, because it sets expectations and drives behavioiur. It isn’t enough to have a standalone DE&I policy – it’s important that all your people policies, reflect your commitment to DE&I and drive practices to promote equity and inclusion. We partner with you to review and update your current policies and design new policies to support your DE&I journey.

Any successful strategy needs to be underpinned by a robust governance model and DE&I is no different. We work within your existing organisational structures to create a governance framework for DE&I that supports the plan, ensures the right resources are in place, and holds the right people accountable for progress. This ensures that all the time and effort you put into your DE&I plan produce the outcomes you are looking for.

The importance of regular feedback from your employees, cannot be exaggerated. A sound DE&I strategy reflects the needs of your people and their priority areas. Checking in at least annually to understand the ‘felt experience’ is the key to maintaining employee engagement and commitment. We deploy annual surveys for our clients, across multiple geographies and languages to ensure that their DE&I efforts are on track and on point.

We have a range of DE&I training programs including Unconscious Bias Awareness, Cultural Intelligence (CQ), Inclusive Leadership and many more. Our training is designed to be transformational and equip business leaders and their people to apply their learning across the organisation.

Cultural Intelligence is a social intelligence we are not born with, but can learn. It starts with understanding our own cultural values and how they drive behaviours. Diversitas is accredited by the CQ Institute in the USA to administer and interpret a range of psychometric assessments which are academically validated measures of CQ. We support your employees and teams to understand their cultural competency and equip them to interact, negotiate, communicate effectively across cultures and borders.

Diversity offers significant benefits, but it can come with challenges. Misunderstandings, cultural conflict, time-wasting and low productivity are all hallmarks of multi-cultural teams that are struggling to come to a common ground. We provide individual and team coaching to equip your people to interact, communicate and build trust across cultural boundaries.

What messages are you sending to your market – your customers, existing and prospective employees and suppliers regarding your commitment to DE&I? How well does it reflect the experience of employees inside your organisation?

We partner with our clients to review their DE&I communication and brand framework and help them design a DE&I communication framework, that accurately reflects their commitment and progress in the DE&I space and positions them for future growth.

Diversitas has partnered with Vibe to create a digital DE&I communication platform designed to raise the awareness of DE&I in all its dimensions in the workplace, and to ensure that your workforce stays informed and continues to grow awareness and build capability in DE&I wherever they work.

Everybody has a level of cultural intelligence (CQ) and we all exhibit certain cultural values that influence our behaviour towards others.

CQ is similar to IQ and EQ (emotional intelligence quotient) because it measures capabilities that are considered important for personal and professional success. What makes CQ unique is its focus on essential skills for success in unfamiliar cultures. How would you rate your CQ?

Take our short poll to find out, and get a free guide to how CQ can be measured and improved.

Take our CQ Quiz

Have a question about our work? Let's connect.

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The workshop was great! Good way to deep dive into some of the challenges we have to design equitable processes and getting under the hood. Co-design for Equity Workshop - NZ

The content really interesting and practical to apply. A good blend of theory and exercises. I am thrilled to be accredited to deliver this training and feel ready to take the learning to my own organisation. Unconscious Bias Awareness: Train the Trainer – Asia

I didn’t know much about my own cultural values before completing the assessment and attending the training. It was very interesting, and I learnt a lot of valuable tips on how to understand my colleagues better and apply what I’ve learnt to build deeper relationships. Thank you for a very enjoyable and informative session. Cultural Intelligence Training - NZ

Undertaking the DE&I review has helped us to understand our current state and consolidate all the activity that we have done to date, into a more cohesive strategy. It has helped to inform the way forward and given us a way to measure the impact of what we are doing. DE&I Review – NZ, AU & Pacific Islands

We were worried that we might have a level of gender bias across our organisation and wanted to identify any issues that were holding us back from achieving our DE&I goals. Getting Diversitas in to conduct a bias review across our organisation, helped us understand some or our blind spots and gave us the opportunity to address these, so that we could move forward with more insight and purpose. Systemic Bias Review – NZ

We already have a global DE&I strategy but wanted to be sure that we tailored the approach for our business and location. Diversitas helped us to design our own DE&I strategy, which made sense for our people, while still supporting the objectives of the global strategy. DE&I Strategy development – NZ

Why our clients enjoy partnering with us:

  • Our long-term approach and commitment to sustainable and measurable DE&I change
  • Having trusted, experienced and up-to-date DE&I advisors you can call upon
  • A good balance of academic DE&I research and real-world expertise
  • Proven success with DE&I across complex multi-national teams
  • Flexibility and bespoke DE&I solutions based on extensive capability and resources
Learn more about our approach

Our valued clients

We work with organisations across all industry sectors and are a preferred supplier to the New Zealand government. Whether working internationally or in New Zealand, we apply the most relevant global research and best practice for each local setting ensuring that solutions are tailored to the needs of every part of your business.

Some of the key clients we have partnered with:

DE&I partners

To ensure we continue providing best practice DE&I solutions and advice, we are accredited with and maintain an active network of trusted global partners.

DE&I resources

We love fresh thinking and helping to shape the future, so here are some DE&I ideas, announcements and handy resources for anyone who shares our passion.

How would you rate your cultural intelligence (CQ)?

Would growing your own CQ improve your professional or personal skillset? Take our short poll to find out, and get a free guide to how CQ can be measured and improved.

Read more

Can we do the 'D' without the 'I'?

The level of diversity activity in our organisations in recent years has been unprecedented, but are people feeling the benefits, asks Carol Brown.

Can we do the 'D' without the 'I'?

Podcast | Unconscious Bias with Carol Brown

What's driving our decisions and behaviour and why does it matter? Tracy May sits down with Carol Brown to talk about how unconscious bias drives these decisions and why they're worth examining.

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Tackle organisational bias and de-risk your decision-making

Smart organisations are starting to sit up and take note of the potential impact biases may be having on critical decision-making. Many are undergoing training and putting in mitigation strategies and are reporting better performance and greater diversity of thought.

Read more

Diversity and meritocracy – a marriage made in hell?

In an age, where everyone is talking about the benefits of diversity on the one hand and the need for merit based appointments on the other, it bears thinking about how these two marry up and whether they can comfortably co-exist?

Read more
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