Sustainability comes through continuous learning, leadership commitment, and integration into daily practices. We work with you to create a comprehensive strategy, including policies, metrics, and regular check-ins, to ensure EDI is embedded in your organisational culture.
Yes, we offer both virtual and in-person training and coaching to accommodate your team’s preferences. Our online sessions are interactive and engaging, making it easy for remote teams to participate.
We provide ongoing support, such as follow-up coaching, group discussions, and additional resources to reinforce the learning and address any questions that arise after the training sessions.
We offer evaluation tools to track progress, such as pre-and post-training surveys, employee feedback, and key performance indicators (KPIs) around diversity and inclusion metrics. Additionally, we offer follow-up sessions to measure long-term impact.
Yes! We believe in the importance of context. Whether you’re a tech company, a healthcare provider, a university, or a public sector organisation, we tailor our training to be relevant and practical for your specific challenges and goals.
Training sessions can vary in length depending on the topic and audience. Workshops typically last between 90-minutes and three hours, but we also offer longer sessions. Half-day sessions (2.5 hours online and three hours in person) are the most requested session lengths.
We rarely deliver 'off-the-shelf'. Our approach is to ensure a tailored experience where there has been consultation with key staff and 'getting to know' the culture and relevant policies. Our aim is to ensure we align our sessions and programmes with an organisation’s unique needs and culture.
We use interactive learning methods and real-world scenarios to drive meaningful change. Plus, our consultants and trainers are very experienced and bring practical experience and knowledge from diverse industries and backgrounds.
We offer both individual and group coaching programmes. Our one-on-one sessions are personalised to individual manager's needs, while group coaching is designed to foster collective growth and address common challenges faced by managers and leaders. https://www.resolvevolve.com/services/coaching
Our services are beneficial for all businesses, non-profits, government agencies, educational institutions, and individuals who want to build a more equitable, diverse, and inclusive environment. We cater to organisations of all sizes, industries, and sectors. We also work with individuals outside of organisations who have a wish to increase knowledge, skills or communication in relation to equity and inclusion.
We offer a range of services to help organisations and individuals advance in their equity and inclusion journey:
In today’s fast-changing world, forward-thinking organisations recognise that Equality, Diversity, Equity and Inclusion (EDEI) are not optional “add-ons” but essential drivers of performance, innovation and long-term sustainability.
Engaging an EDEI consultancy isn’t just about compliance - it’s a strategic investment in your people, culture and reputation.
1. Creates Fair, Respectful and High-Performing Workplaces
Resolve Evolve, and most consultancies who work with experienced and knowledgeable trainers, can help embed principles that ensure your organisation is fair, respectful and inclusive at every level. This means moving from just 'counting the diversity' to building a culture where everyone feels valued, safe and able to contribute their best.
2. Strengthens Leadership and Culture
External insight and expertise to challenge assumptions, address gaps and work with leadership teams to develop inclusive behaviours and strategies. This results in a stronger, more cohesive workplace culture - where staff recognise the values are lived, not just written down.
3. Boosts Innovation and Organisational Performance
A wealth of research shows that diverse and inclusive teams make better decisions, solve problems more creatively and out perform less inclusive peers. EDEI consultancies like Resolve Evolve help unlock this potential by embedding inclusive practices into recruitment, development and team dynamics.
4. Stays Ahead of Legal, Social and Market Expectations
Organisations are facing increasing legal, reputational and stakeholder pressures to demonstrate commitment to their staff and customers. We help ensure you meet (and exceed) regulatory requirements, while also positioning you as a socially responsible, progressive and attractive employer and/or service provider.
5. Attracts, Retains and Empowers Talent
Today’s workforce expects more. People want to work for organisations that reflect their values, where they feel seen, heard and supported. Resolve Evolve and some other EDEI consultancies can help develop inclusive policies and environments that attract diverse talent and reduce turnover, particularly from underrepresented groups.
6. Makes Real, Measurable Change
Bringing in an EDEI consultancy like Resolve Evolve shows your commitment to moving from intention to action. We provide the frameworks, analysis and training to measure progress, track impact and drive continuous improvement - ensuring that your inclusion focussed work is structured, strategic and sustainable.
Unconscious biases exert a profound influence on workplace dynamics, shaping decisions regarding hiring, promotion, collaboration and beyond. Understanding these biases is crucial for fostering fair and inclusive environments. These are some of the most commonly discussed biases:
This is when we interpret information in a way that confirms existing beliefs, or seek out information which affirms that we 'were right'. Resulting in selective attention and dismissal of contradictory evidence. For instance, only reading and watching media that will agree with or help to embed an already fully or semi-formed opinion. Harmful when dealing with opinions of people at work, for instance, only taking on the 'good' or 'bad' opinions that confirm your own beliefs.
Preferring individuals with similar backgrounds or interests can lead to favouritism and exclusion of those who differ. For example, choosing to collaborate only with those who are similar to you in terms of personal views, education or politics.
Favouring individuals perceived as ‘attractive’ has been shown to impact hiring and promotions unfairly. For instance, giving higher scores to candidates deemed attractive during interviews because you only pick up on positive aspects of what they say in an interview. This links to affinity and confirmation bias.
Forming overall positive or negative perceptions of individuals based on unrelated traits or first impressions. This influences judgments without sufficient evidence. For example, avoiding interaction with someone due to one rumoured negative comment.
Prioritising harmony over critical thinking within groups can hinder innovation and problem-solving. For instance, failing to challenge ideas or suggest one's own idea to maintain harmony or for fear of being labelled difficult or argumentative. Groupthink is also an issue when the 'leader' gives an opinion first and others are reluctant to contradict for fear of less favourable treatment.
Interpreting information through preconceptions or stereotypes leads to inaccurate judgments. For example, underestimating the potential of younger employees due to stereotypes about age and experience or ability to be professional.
‘Blind spots’ in unconscious bias are biases held without awareness, highlighting limitations in self-awareness. These 'blind spots' are particularly concerning as individuals may genuinely believe 'I am not biased', while unknowingly harbouring prejudices or stereotypes that affect their day-to-day decisions and interactions. This can result in discrimination and perpetuating workplace inequalities.
Understanding and addressing unconscious biases is essential for creating equitable workplaces where all individuals have an equal opportunity to thrive. By acknowledging these biases and implementing strategies to mitigate their impact, individuals and organisations can foster a culture of inclusivity, creativity and fairness.
- Anita Jakhu and Donna Carty