The Inclusion + Talent Labyrinth

Labyrinth Illustration

Welcome to our new, flexible approach called the ‘labyrinth’ which demonstrates once and for all that:

 

  • Inclusion + Talent does not have to fit into a box, no ‘box ticking’
  • It can be a strategic approach, valuing all talent across an organisation
  • Improves the bottom-line, innovation and creativity – a clear business case
  • There are clear benefits for engagement and work-life balance – a happier workforce is more productive
  • There is a need to achieve full inclusion which does not mean treating people differently unnecessarily 

“My own experience shows that during my own journey from special school completing a Masters’ degree and founder of Talman HR, Inclusion + Talent does not have to be seen as negative or particularly prohibitive to business and wider society. It should be seen as an enabling force which values everyone’s’ unique talent positively through a supportive organisational culture, thereby maximising innovation, competitive advantage and ultimately the bottom-line.”

 Chris Wright, Director


 Our Inclusion + Talent labyrinth is both business and outcomes focused. This flexible development-based solution can be tailored to your needs/specific circumstances. It breaks down complex information and ideas into the following areas:

  •  The practical context/reality
  • The business case
  • Why does the labyrinth exist?
  • Management & leadership development
  • Career advancement
  • Navigating the labyrinth successfully
  • Organisational psychology
  • Employer-specific considerations

 

Interested? 

Contact us for more information

View our case study series here


Talman HR would like to acknowledge the contribution of Dr Madeleine Wyatt of Kent Business School for providing access to the initial research papers - Wyatt, M., & Silvester, J. (2015). Reflections on the labyrinth: Investigating black and minority ethnic leaders’ career experiences. Human Relations68(8), 1243-1269, and of ASPIRE for their continued guidance. We would also like to thank all contributors to our associated case study series.