Our Approach

It’s well publicised that companies across the globe are increasingly having to work harder to ensure they have a pipeline of women to senior level. In the UK, the requirement on businesses over 250 employees to release their Gender Pay Gap has further highlighted the challenge.

Through case studies and using respected research, we highlight the best practice of both men and women and the organisations they operate within.

Crucially, this is not training to fix the women, or blame the men. It’s about leveraging differences for the benefit of all. This session can be tailored to be women-only, or suitable for all in leadership positions.

You are doing such amazing work in the Diversity and Inclusion space. You are one of the few companies I have come across who really gets D&I in terms of both the importance but also in terms of what we can do about it. Thank you for working with us.
Sue Jex
Head of Employee Relations
We’ve had incredible feedback from our session with Mix and been inundated with offers of Respect Ambassadors to drive the change.
Tina Brinkworth
Transformation Manager
We cannot thank you enough for a terrific session. I’ve been stopped by numerous people who mentioned how worthwhile they found it.
John Carroll
Site Head

What you’ll get

“Developing a Gender-Balanced Business” is designed to support companies in addressing gender disparities and promoting gender equity at all organisational levels. This comprehensive program encompasses policy review, leadership training, mentorship initiatives, and cultural transformation strategies to ensure a balanced representation and fair treatment of all genders.

We’ll tailor the program to your organisation’s specific needs, but key components typically include:

Gender Equity Audit

We begin with a thorough audit of your organisation’s current gender dynamics. This includes analysing workforce demographics, pay equity, promotion rates, and retention statistics.
Surveys and focus groups are conducted to gather qualitative insights into the experiences of employees of different genders.

Policy and Practice Review

Our experts will review your existing policies and practices to identify potential biases or barriers that might hinder gender equity. We’ll make actionable recommendations to revise or implement policies such as flexible working arrangements, parental leave, anti-harassment protocols, and gender-neutral recruitment practices.

Leadership Training

Our tailored training programs for leaders and managers will enhance their understanding of gender dynamics and equip them with the skills to foster an inclusive workplace. Training covers topics such as unconscious bias, gender-sensitive communication, and equitable decision-making.

Mentorship and Sponsorship Programs

Establishing mentorship and sponsorship programs is crucial for supporting the career advancement of underrepresented genders. Mix will help design and implement these programs, ensuring they are structured to provide meaningful guidance and opportunities for all participants.

Cultural Transformation Initiatives

Creating a gender-balanced business requires a shift in organisational culture. We facilitate workshops, campaigns, and events to raise awareness and promote inclusive behaviours.
Initiatives focus on building a culture of respect, valuing diverse perspectives, and encouraging allyship.

25%

of women aged 30 and under say their age has contributed to them missing out on a raise, promotion, or chance to get ahead.
McKinsey & Company, 2023

60%

of men are taking more steps to prioritise their personal lives, and like women, they are just as ambitious as men who aren’t.
McKinsey & Company, 2023

14.3%

the gender pay gap in median hourly pay
Commons Library Research Briefing, March 2024

Frequently Asked Questions

Our service is designed to help organisations create and maintain gender equity across all levels of the business. It involves a comprehensive approach that includes policy review, leadership training, mentorship programs, and cultural transformation initiatives to ensure balanced representation and fair treatment of all genders.

Absolutely not. The objective is not to blame or attack any group but to work collaboratively towards positive change. This involves educating and training all employees about the benefits of gender equity and how they can contribute to a more balanced and inclusive workplace.

By promoting gender balance, your organisation can tap into the full potential of its workforce. This holistic approach ensures that all employees, including men, have opportunities for growth and development without the hindrance of gender bias or inequality.

We’ll review a wide range of policies and practices, including recruitment, promotion, compensation, flexible working arrangements, parental leave, and anti-harassment protocols. The goal is to identify and address any biases or barriers that may hinder gender equity and to recommend revisions or new policies to promote fairness.

We offer a wide range of training options, from 1:1 leadership coaching and board briefings to company-wide training on all aspects of DEI. Our online DEI library, MixLEARN, provides on-demand reference guides and modular, in-depth learning for your whole organisation. Contact us to find out more about DEI training options.

Achieving gender balance leads to numerous benefits such as improved employee morale, enhanced innovation, better decision-making, and a stronger ability to attract and retain top talent. Gender-balanced businesses are also better equipped to understand and meet the needs of a diverse customer base.

Talk to us about developing a Gender-Balanced Business.

Create an equitable environment where all genders can thrive equally.

Thought leadership

Resources and news on everything DEI

View resources

Is The DEI Backlash A Genuine Concern?

Mix CEO and co-founder Hayley Barnard takes a deep-dive into the ‘DEI backlash’ and asks – why do leading politicians and cultural figures seem to be targeting DEI? And how do we respond?

Read article

Understanding the Models of Disability: The Importance of Reasonable Adjustments

The models of disability help us understand how society defines and talks about disability. There are four main models we will discuss: the medical model, the charity model, the social model, and the celebratory model. Find out more in our quick guide.

Read article

“I Don’t Care Who You Are, I Just Need You To Do Your Job”

DEI consultant and speaker Tom Crawford explains why not caring who your employees are is a problem for leaders. And how understanding employee motivations, self-awareness and role-modelling makes for a more inclusive workplace.

Read article

Sign up for the latest DEI news, best practice and guides from our team.

© 2024 Mix Diversity Limited. Registered Company No 09280349