Diversity and Inclusion

Organisations are healthier and more successful when employees feel they can be themselves at work. We provide practical solutions to achieve this aim, using an integrated approach to organisational change and personal development.

Inclusive Leadership and Unconscious Bias

Know your blind spots and maximise on your team's potential


Invest in making customers feel truly welcome and genuinely seen


Develop women by addressing their unique challenges at work


Empower employee groups to contribute to the organisation

How to be an inclusive leader

Jean Balfour explains why diverse teams that are led inclusively outperform all other teams. Inclusive leaders are aware of their own biases and blind spots. They notice when they might be excluding or including others. It can be in meetings, when delegating or even when saying hello when they come into the office in the morning. These managers are aware of these little behaviours and the effect they have on their team.

What clients say about us

"It made me stop and think and analyse. This was a set time to sit down with people with similar goals to talk about goals and to reevaluate where my career is. As a result I have got a better picture of what I want to achieve and where I want to go."

Participant in a career development programme

Inclusive Leadership and Unconscious Bias

The diversity that exists in the global 21st century workplace poses a new challenge to leaders. Engaging staff and helping people to be themselves at work, regardless of their background, is a business imperative. More than before, managers are required to be aware of their blind spots and biases, lead inclusively and serve as inclusive role models to their teams.


  • Know themselves as leaders of diverse teams
  • Be aware of their own bias and the risks this poses in decision making at work
  • Grasp the power of team diversity and how it can be harnessed to develop innovation
  • Understand the link between inclusive leadership and their organisation’s success
  • Have a personal development plan they are committed to in order to continue to grow as inclusive leaders

Suitable for all people
Some of the material can be covered over webinar and e-learning
Available as half-day and 1-day programme

Inclusive Customer Care

We all provide services to customers at work. Whether we serve internal clients or external clients, our aim is to deliver the best service we can whilst really noticing and responding to the person we are serving. Disappointing any customer is bad for business so inclusive customer care makes the link between inclusion and customer satisfaction, whether internal or external.


  • Ability to focus on customer need and tailored service delivery
  • Minimising the impact of unconscious bias in customer service
  • Anticipating problems before they happen

Suitable for all people
Some of the material can be covered over webinar and e-learning
Available as half-day and 1-day programme

Helping Women Succeed

In most organisations women are entering the workforce in equal numbers. Yet it is not uncommon to see the percentage of women decreases in senior levels. This is sometimes referred to as “the leaky pipeline” of women in the workplace.

Our career programmes for women focus on a number of areas, which research has shown to be particularly challenging for women at work. These workshops equip women with skills to help them thrive and progress within their organisations. Coupled with this, we also offer a unique coaching package for women to help them advance their career.


  • Practical tools to apply in everyday work situations
  • Robust career plans
  • Strategies for progression

Suitable for all people
Some of the material can be covered over webinar and e-learning
Available as half-day and 1-day programme

Employee Networks

In today’s global corporate workplace, employee networks play an important role. In part this is about engagement, connecting and supporting each other and providing professional development to their members. However employee networks also have the potential to play a key role in delivering on the organisation’s business goals.

The work of employee networks can impact the organisation’s business operations, talent recruitment and development as well as their diversity and inclusion strategy. Networks can also raise the organisation’s brand profile externally. And finally, well-functioning networks can also inspire people at all levels across the organisation to act inclusively.

We provide

  • Network structure and governance
  • Strategic planning for network committees
  • Help with engaging sponsors and senior leadership
  • Internal events which implement the strategic direction
  • Reciprocal mentoring programmes
  • Professional development workshops for network members
  • Ally and role model programmes

Conference call coaching is available for global network committees working remotely
Remote coaching is available for global committee members working remotely

Recent blog posts

Think Equal, Build Smart, Innovate for Change

To change the conversation on gender inclusion in the workplace we need a fresh point of view. What is already going well and what can we learn from it?

To Create a Coaching Culture at Work - Start with Ask

How do you build a coaching culture and can we do it quickly? Start with asking your team some questions.

But I Like Change, Don't I?

Changes at work are plentiful and unless we pay attention to the psychological process of transition, we can end up getting stuck.

How do I find time to coach as a manager?

Managers who use a coaching approach ask instead of tell, they not only encourage their team to solve their own problems, they also believe they can.

Are You Politically Savvy?

Organisations are political and we cannot avoid organisational politics if we want to both be successful in our roles and in our careers

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©  2018 Bailey Balfour