DIVERSITY, EQUALITY AND INCLUSION CONSULTING

An audit gives you a clearer starting point. We assess your practices and compare them with relevant industry good practice, identifying strengths alongside gaps and barriers that your DEI strategy should address.

Our diversity, equity and inclusion consulting brings individual initiatives into a structured plan. We help you set objectives, agree responsibilities and establish the policies and actions needed to make inclusion part of your wider business strategy.

We examine recruitment, progression and employee development alongside the behaviours your organisation expects. Our HR documentation support can then help update policies so written guidance and everyday practice work together.

We review how you attract and select candidates, looking for unnecessary barriers and opportunities to make the process more accessible. Clover HR’s separate recruitment services are available when you also need help filling vacancies.

Do employees experience the culture you intend to create? Inclusive surveys and listening sessions help answer that question. We use recurring themes to inform your DEI priorities, with employee engagement consultancy available for broader engagement work.

Some changes need more explanation than a policy update can provide. We can identify where coaching or workplace training would help employees and managers understand inclusive behaviour and what’s expected of them.

Managers need to demonstrate the behaviour they ask of their teams. We help them apply inclusion in their decisions and working relationships, with leadership consulting services available for more extensive development.

We help turn an agreed strategy into changes employees can see. Support covers policy updates, communication and training, with managers involved throughout. Our organisational change consultancy can help when the work forms part of a wider business change.

A consultant helps you understand where workplace practices may be excluding people or creating unfair barriers. Clover HR can review your current position, recommend priorities and support the changes needed through strategy and training.

Support can include audits, policy reviews, employee feedback and inclusive recruitment guidance. You can also get help developing a DEI framework and introducing changes. The scope depends on what your organisation already has in place.

It focuses on identifying barriers to fair treatment and access to opportunities, then addressing them through workplace practices. Clover HR uses the term diversity, equality and inclusion while recognising that employees may need different support to participate fully.

Consulting gives you an informed view of your current approach and clear priorities for improvement. Addressing barriers can support fairer recruitment and a workplace where employees feel respected, with potential benefits for engagement and retention.

Review what your policies say alongside what employees experience. Audits and benchmarking can examine existing practices, while surveys and listening sessions reveal concerns that written documents alone may not show.

Yes. We can look at your objectives, the work completed and the results so far. You won’t need to start again where an approach is working; we’ll focus on what needs improving.

Yes. We’ll help you establish priorities and build a DEI framework around your organisation. This includes agreed actions and an implementation plan, so your team knows how to move the work forward.

Yes. We review DEI policies and related procedures, including recruitment and progression. Where changes are needed, our HR documentation support can help make the wording clear and suitable for your business.

External consultancy isn’t a requirement, but small employers still have equality responsibilities. The work doesn’t need to be complicated: focused support can help you review recruitment, clarify expectations and address concerns within your team.

Employers must meet the equality laws that apply where their workforce operates. In Great Britain, responsibilities include preventing unlawful discrimination and addressing harassment or victimisation, alongside making reasonable adjustments where required. Northern Ireland has separate legislation.