Inclusive Companies

Inclusive Companies The premier cross industry network; harnessing best practices & innovation to drive inclusion for all

A new month brings new opportunities to turn awareness into meaningful action! June is packed with important moments tha...
03/06/2026

A new month brings new opportunities to turn awareness into meaningful action!

June is packed with important moments that encourage us to celebrate diversity, deepen understanding and continue creating workplaces where everyone feels they belong.

As you swipe through our key June awareness dates, take a moment to reflect:

• How are we recognising these moments in ways that create genuine impact?
• Are we creating opportunities for learning, not just awareness?
• Which voices and experiences are we actively amplifying?
• How can we ensure these conversations continue beyond the awareness date itself?

This month includes:
🌈 Pride Month
🧡 Gypsy, Roma and Traveller History Month
👨 Men’s Health Week (9th-15th June)
🤝 Loneliness Awareness Week (9th-15th June)
🌍 Global Wellness Day (14th June)

Each of these moments offers an opportunity to listen, learn and take meaningful action.

Because inclusion is not built through awareness dates alone. It is shaped through everyday decisions, ongoing conversations and a commitment to creating environments where people feel valued, supported and understood.

Awareness starts the conversation.
Action creates the change!

If your organisation is ready to move beyond one-off activity and build a measurable, long-term inclusion strategy, Inclusive Companies Membership provides access to benchmarking tools, expert insight, practical resources and a network of employers committed to raising the standard.

Join here: https://lnkd.in/eTTG6irG

Let’s make June count!

You cannot call it progress if leadership still looks the same!The latest Inclusive Top 50 UK Employers Report 2025/26 r...
31/05/2026

You cannot call it progress if leadership still looks the same!

The latest Inclusive Top 50 UK Employers Report 2025/26 reveals an important tension in workplace inclusion.

100% of IT50 organisations report that senior leaders actively champion DEI…

Yet executive board representation remains the weakest area across multiple characteristics!

This matters because progress is not just about policies, training, statements, awareness campaigns and measurement frameworks.

Those things are all important. But if leadership teams continue to look the same year after year, something in the system is still not working!

Because the real test of inclusion is not whether organisations talk about diversity.

It’s whether different people are genuinely reaching positions of power, influence and decision-making.

Representation at the top shapes:
• Who gets heard
• Who gets developed
• Who gets visibility
• What perspectives influence strategy and culture

Intent matters. But outcomes matter more!

The report shows that many organisations are making progress, but it also reminds us that inclusion cannot stop before leadership level. If the top of the organisation remains unchanged, the work is not finished!

Explore the full Inclusive Top 50 UK Employers Report 2025/26:
www.inclusivecompanies.co.uk/inclusivetop50

Who gets included in the conversation about inclusion?Join us for our upcoming webinar: Engaging the Voices of Disabled ...
30/05/2026

Who gets included in the conversation about inclusion?

Join us for our upcoming webinar: Engaging the Voices of Disabled People
June 17th | 12:00pm – 1:00pm

Inclusion is most effective when it is shaped alongside the people it impacts.

This insightful session will explore the strategic importance of building meaningful engagement with disabled people and how listening to lived experience can help organisations create more inclusive, accessible and forward-thinking workplaces.

As AI and digital technology continue to reshape the way we work, the need for disability-inclusive transformation has never been more important.

During the webinar, we’ll discuss:

✔ Why engagement and co-production matter
✔ How diverse perspectives strengthen organisations
✔ The role of accessibility in digital transformation
✔ Practical tips for meaningful and effective engagement
✔ The importance of recognising intersectionality within disability

Because accessibility cannot be an afterthought.
And inclusion cannot happen without listening.

This webinar is ideal for organisations looking to move beyond assumptions and create environments where disabled voices are genuinely heard, valued and acted upon.

Register now:
https://www.inclusivecompanies.co.uk/events/

Our upcoming event, A DEI Leaders Lunch & Round Table: Driving Real Impact, is now officially fully booked! We can’t wai...
29/05/2026

Our upcoming event, A DEI Leaders Lunch & Round Table: Driving Real Impact, is now officially fully booked!

We can’t wait to welcome everyone joining us for what promises to be an insightful and impactful conversation around the future of DEI leadership, strategy and meaningful change.

A huge thank you to everyone who registered!

Missed out this time?

Don’t worry, we have plenty more events, webinars and conversations coming up...

Explore all upcoming Inclusive Companies events here:
https://www.inclusivecompanies.co.uk/events/

Let’s keep driving inclusion forward, together!

For many people with Tourette Syndrome, the biggest workplace challenge is not their condition… it’s navigating misunder...
28/05/2026

For many people with Tourette Syndrome, the biggest workplace challenge is not their condition… it’s navigating misunderstanding, assumptions and reactions from others.

Real inclusion starts with awareness, but it must lead to action.

So, what can inclusive workplaces look like for people with Tourette’s?

✔ Creating environments where people feel safe to disclose without fear of judgement
✔ Understanding that tics are involuntary, not disruptive behaviour
✔ Challenging stigma, stereotypes and inappropriate jokes or “banter”
✔ Offering flexibility and adjustments where needed
✔ Focusing on talent, contribution and potential, not assumptions
✔ Building psychologically safe cultures where people can be themselves

Because inclusion is not about expecting people to mask who they are in order to feel accepted.

It’s about creating workplaces where differences are understood, respected and supported.

Tourette’s does not define someone’s intelligence, professionalism or capability.

But the way a workplace responds can absolutely shape someone’s experience at work.

This Tourette’s Awareness Month, let’s move beyond awareness and continue building environments where neurodivergent people feel genuinely included and able to thrive!

Remembering George Floyd 🤍🕊️Today marks six years since the murder of George Floyd, a moment that sparked global convers...
25/05/2026

Remembering George Floyd 🤍🕊️

Today marks six years since the murder of George Floyd, a moment that sparked global conversations around racism, inequality and the urgent need for meaningful change.

His death forced individuals, organisations and institutions to confront uncomfortable truths about systemic discrimination and the experiences of Black communities around the world.

Six years on, many organisations have taken steps forward.
But reflection alone is not enough.

The real questions are:
What has changed in practice?
Whose voices are being heard in decision-making spaces?
Are organisations creating environments where Black employees feel genuinely safe, valued and able to progress?

Progress is not measured by statements made in moments of crisis.
It is measured by the actions that continue long after public attention fades.

That means continuing to challenge barriers, address inequity, improve representation and create cultures where inclusion is embedded, not performative.

Remembering George Floyd is not only about looking back.
It is about recognising the responsibility we all still have to keep moving forward.

Let’s stay committed to driving true equity in all aspects of life and work, ensuring that Black voices are heard, valued, and empowered!

The gap is not talent. The gap is progression!The latest Inclusive Top 50 UK Employers Report 2025/26 makes one thing ve...
24/05/2026

The gap is not talent. The gap is progression!

The latest Inclusive Top 50 UK Employers Report 2025/26 makes one thing very clear:

Diverse talent exists across organisations.

The real question is… Who gets backed? Who gets developed? Who gets sponsored?

And ultimately, who gets promoted into leadership?

The data shows a familiar pattern...

• Representation from underrepresented ethnic communities is stronger in the wider workforce and middle management than it is in senior leadership and executive boards

• Women’s representation reduces as seniority increases, particularly from Senior Management to Executive Board level

• The report also highlights signs of a likely “glass ceiling” for disabled employees progressing into the most senior roles

This is where inclusion gets tested...

Not in recruitment campaigns. Not in statements. Not in awareness months.

But in who is given access to influence, visibility and decision-making power.

Because if progression pathways are not equitable, inclusion remains incomplete.

The talent is there. The opportunity gap is what remains!

Explore the full Inclusive Top 50 UK Employers Report 2025/26:
www.inclusivecompanies.co.uk/inclusivetop50

The boardroom is still where inclusion gets tested!The latest Inclusive Top 50 UK Employers Report 2025/26 shows that wh...
24/05/2026

The boardroom is still where inclusion gets tested!

The latest Inclusive Top 50 UK Employers Report 2025/26 shows that while many organisations are making visible progress on inclusion, representation at executive board level still tells a very different story.

Because the real test of inclusion is not whether diverse talent enters the organisation…

It’s whether they reach positions of power.

Key findings from the report reveal:
• 26.53% of IT50 organisations report 0% underrepresented ethnic representation at Executive Board level
• 40.82% report no Disabled Executive Board members
• 69.38% report no LGBTQ+ representation or no disclosure at Executive Board level

These figures matter because representation shapes decision-making, organisational culture, visibility of opportunity and trust and belonging across the workforce.

Inclusion cannot stop at entry level.
Or middle management.
Or awareness campaigns.

If leadership teams do not reflect the diversity of the people around them, there is still work to do.

Progress is happening. But the data reminds us that progression, transparency and representation at the top must remain a priority!

Explore the full Inclusive Top 50 UK Employers Report 2025/26:
www.inclusivecompanies.co.uk/inclusivetop50

Just over a month to go! Why not join us for insightful conversations on neurodiversity in the workplace and leave with ...
21/05/2026

Just over a month to go!

Why not join us for insightful conversations on neurodiversity in the workplace and leave with tangible actions you can implement straight away?

🌟 Neurodiversity in the Workplace: Turning Good Intentions into Real Impact
In partnership with Auto Trader UK

This practical, solutions-focused event brings together inclusion leaders, practitioners and colleagues across industries who are passionate about creating workplaces where neurodivergent talent can thrive.
💡 Expect:
🎤 Honest, real-world insights from a lived experience panel
🛠️ An interactive workshop to rethink meetings, communication and ways of working
✅ Practical tools and quick wins you can apply immediately

👉 Places are limited – book your free spot now:
https://www.tickettailor.com/events/inclusivecompanies/2200062
Let’s move beyond awareness and into meaningful action.

Today is International Day Against Homophobia, Transphobia and Biphobia and we're asking an important question...What do...
17/05/2026

Today is International Day Against Homophobia, Transphobia and Biphobia and we're asking an important question...

What does allyship ACTUALLY look like?

Allyship is not a label.
It’s not a social media post once a year.
It’s something people experience through everyday actions.

Real allyship in the workplace can look like:

✔ Challenging inappropriate comments or “banter”
✔ Using the correct names and pronouns
✔ Creating space for LGBTQ+ voices to be heard
✔ Not making assumptions about identity or relationships
✔ Speaking up, even when LGBTQ+ people are not in the room
✔ Continuing to learn, listen and reflect
✔ Supporting inclusion beyond awareness dates and campaigns

Because inclusion is not just about being welcomed into a workplace.
It’s about feeling safe enough to fully be yourself once you’re there!

For many LGBTQ+ people, allyship can be the difference between simply existing at work… and genuinely belonging.

This IDAHOBIT, it’s worth asking: What actions are we taking to create safer, more inclusive workplaces every day?

Awareness matters. But action is what creates change!

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