Brew People blend practical actions into a coherent strategic EDI programme

Alarm Clock

A systems-thinking framework

A strategic whole-systems approach is core to Brew People's solutions. This doesn't mean that you have to change everything. You might focus in on a particular lever that is critical for your organisational context. 
 
However, with our systems-thinking hats on, we encourage organisations to step back and see the big picture. This enables you to iron out inconsistencies that could undermine change. For example, if your management processes still reward old hierarchies and biases, then investing in leadership behaviour, alone, may not have the impact you are seeking. 
 
We take a realistic view that greater diversity and inclusion doesn't happen overnight. Indeed, without care, things could slip back again to older less inclusive ways. We need time, patience, and the sustained efforts of a wide range of people across the organisation. Using a systems-framework helps to gel these efforts together.

Moving from awareness to action 

Real change means moving beyond awareness to taking action. Offering your people training to raise their awareness of the risk of bias in decisions, behaviours and processes can be a useful place to start but Brew People are there to answer the question "what next?" We refocus efforts on the implementation of change using a range of practical levers that work alongside each other.

Compass

Lever one

VISION AND strategy

Clarifying the part EDI plays in the organisation's mission, given the wider socio-political and economic context

LEVER TWO

leadership and accountability

Establishing clear accountability for delivering EDI backed up with sufficient resources and support

Heart & Hands

LEVER three

communication and engagement

Making public commitments to EDI and engaging stakeholders in the mission towards greater inclusion

LEVER four

the work we do

Actively leveraging EDI to deliver greater impact and value in all aspects of the work that we do

Yellow Rulers

LEVER FIVE

PROCESSES AND PRACTICES

Reducing impact of bias through inclusive processes that select, develop, engage and support people fairly

Hands Red_edited.png

Lever six

culture and COMMUNITY

Reinforcing an inclusive culture that celebrates difference, challenges poor behaviours and connects diverse people

LEVER seven

ENABLING INDIVIDUALS

Helping individuals unlock their true potential through targeted development, adaptations and support

LEVER eight

FEEDBACK AND MEASUREMENT

Evaluating and reinforcing positive change through listening, surveys, and diversity metrics

Warm Approachable Black Businesswoman

WHAT PEOPLE SAY

HELEN PULLEN,
NFU MUTUAL

Laura is highly professional and an expert in her field building and delivering development centre activity that has impact far beyond the events. My team valued the time they had with Laura and her coaches and still actively use their learning day to day. Probably the most impactful change I have seen.

JAMES WHITEHEAD,
FOREST PEOPLES PROGRAMME

Laura provided such valuable support as we went through a significant restructuring of our senior leadership team. She created the space for us to reflect, challenge ourselves, navigate the change and strengthen our ways of working so that we were better placed to fulfil the organisation’s mission.

ANDREW LAWSON,
SHAKESPEARE'S GLOBE

Inclusive Cultures are difficult to translate into behaviours and success-factors. Laura is able to create a future-focussed common language and translate this into programmes with a very unique perspective. She has been a fantastic sounding board in developing approaches to organisational change, diversity and inclusion.

ADINA URITESCU,
PwC

Laura’s unique blend of OD, D&I and psychology offers a distinct, cutting edge and creative perspective on organisational challenges. Her curiosity, nuanced thinking, sharp observations and genuine interest make every conversation insightful and have helped me further my own thinking and research in performance management.