Our Approach

Ideally any gender diversity strategy and activity will be holistic and take into account each of these key areas…

Seven Steps to Better Balance™

We have developed our Seven Steps to Better Balance methodology which underpins our approach to diversity and inclusion and all of our training and consultancy. We believe every individual should have the access to equal opportunities and to feel like they belong. Therefore, we must ensure that our workplaces take this into account at every point in an employees lifecycle so it’s important to take a wider, more holistic approach to your diversity and inclusion strategy.


Get in touch with us for a bespoke diversity and inclusion strategy for your business

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Here’s a closer look at our Seven Steps…

We know there is no one magic solution, it is a long-term goal and there are a number of key areas that need to be looked at and addressed. We encourage all organisations to self audit using our Seven steps to Better Balance and recommend that they take a birds eye view across the whole workplace and see where their key challenges lie. Any diversity and inclusion strategy you put in place should include short, medium and long term goals which are tracked and measured according to what strategies and interventions you decide.

First Impressions
Start with a fresh pair of eyes – what first impression does your company give – your brand, images, website, what are people saying about you

Are you struggling to attract a diverse range of applicants? Analyse what your adverts say, what language is used and take a holistic view of the 360 recruitment process

Are you collecting data on colleague retention and monitoring the impact this has on business performance and turnover? It’s important to understand why colleagues leave

How well are your values reflected outside the company, do they run through everything people say and do about you? How do you safeguard your reputation?

Take an honest look at company culture, most organisations will need to transform their cultures in the long term to become fully inclusive

Get commitment and buy-in all the way through the company, including the board and middle managers – diversity and inclusion is not just an HR issue

Every organisation should be supportive and focused on getting the most from their colleagues. Do you leadership programmes include training on diversity issues? How do you combat unconscious bias?


"Lots of practical and useful insights and great knowledgeable team who really care about making a difference!"

Gabriela Matic

Programme Director, ATI Boeing Accelerator

"Excellent stimulus to get us thinking, talking about the issues and how we might want to change things. I came to learn, and I certainly did that and am challenged to reflect and act."

Paul Koshy

Innovation Manager Innovation Super Network

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