Inclusion & Belonging

Fostering a diverse, inclusive and equitable environment, which recognises individuals for their unique contribution, celebrates their differences without judgement and is committed to driving measurable change.

Inclusion & Belonging (I&B) is built into the fabric of everything at Isio and one of the key strategic priorities at the heart of our business. We are proud of the work we do with clients and we apply that same mindset to our I&B approach, championing higher standards.

Our ‘I&B Vision’ sets out our commitment to creating an environment where everyone feels welcome. This is not just about signalling, but making clear and measurable progress. Sponsored by our board, it’s been designed to nurture every employee’s growth and celebrate our differences.

How we intend to make a difference

Isio’s I&B Strategy has been built around a number of initiatives that bring our vision to life.

Communicating our I&B vision. A programme which ensures every member of our 1,400 + strong team is aware of our goals and is upskilled on how they can play their part in its success. This involves everything from Town Halls to webinars, learning and development opportunities to our very own, interactive Isio Inclusion Week.

“Leaders as Allies”. Ensuring every employee is the best ally they can be, supporting and championing best practice Inclusion & Belonging behaviours, regardless of grade or tenure.

Better understanding our diversity. We’re improving the data we hold and how we monitor, analyse and report on it to build a better, more accountable picture of our organisation’s diversity over time.

I&B Ecosystem. From our I&B SteerCo, which provides executive sponsorship to our vision and strategy, to our I&B Advisory Group which represents the voice of our colleagues, through to our Regional Champions, our ‘change makers’ on the ground and our 12 employee Networks, our ecosystem is designed to steer, support, lead, champion and celebrate Isio’s diversity and values.

Leadership Aspirations. Our aspiration is diversity in leadership and across all grades that is representative of the society we live in. We recognise we are some way away from that; our ambition is to reach 35% female representation in senior leadership (Partners and Directors) by 2029. We have committed to adding further diversity aspirations over time.

Networks. Our current employee networks (African & Caribbean, LGBTQ+, Mental Health, Social Inclusion, Women’s, Working Families, Neuroinclusion, Disability, Christian, Muslim, Sikh, Hindu) steer, support, lead, champion and celebrate diversity and values.