Build your diverse talent pipeline for greater representation.

Does your organisational data show a lack of representation at senior levels? 

Do you sense there are invisible barriers to progression for your intersectional talent?

We offer a targeted approach to building intersectional talent capability and confidence whilst also cultivating an environment that embraces their difference.

Case Study: Global Retail Coffee Company

We designed a bespoke 10-month intersectional talent development programme.  We carefully curated content which included:

Dedicated one-to-one coaching

Bespoke workshop content

Enriching community peer action learning sets

 

Meaningful exposure to senior leaders

Commitment and input from line managers to support their development journey

 

The power of the programme is clear.

  • “This has been an amazing opportunity and experience. I’ll cherish for a long time. I came into this lacking confidence to speak or approach certain situations. Although this was about leadership development, my inner child was touched and is healing.”

  • “This is an incredible opportunity to help us take the steering wheel, feel more empowered in our respective career journeys and provide us with tools and frameworks to enhance our working environments.”

  • “I appreciate the program’s emphasis on developing the leaders of tomorrow and honing leadership capabilities, as it aligns with my aspirations to become an influential leader in the company, representing intersectional professionals, who, until now, have been underrepresented.”

  • “The programme has improved my confidence level from the way I show up to how I approach my work and opportunities. I am learning to bet on myself and not let other people decide for me.”

  • “Thanks to having developed new patterns of thought about myself and others, I learned how to be a better person and a more conscious and inclusive leader.”

  • “I have been able to step out of my comfort-zone and connect with people I have admired from afar. I have made connections with people in functions I was curious about and attend team meetings outside my function.”

With overwhelmingly positive outcomes

We always want to see the value-add of our programmes. We design programme outcomes based on where you want to see change and then we measure these pre-and post-programme.

Through our programme, we have seen:

55%

increase in understanding how to build and leverage a career network.

25%

increase in feeling connecting to people they would consider as role models.

21%

Increase in having allies and a community they can lean on for support.

19%

increase in building relationships and influencing key stakeholders.