Question 1

What is a culture audit?

Accepted Answer

A culture audit is an independent assessment of how your organisation really works, as opposed to how it says it works. We gather evidence from several sources, including interviews, focus groups, data and your own policies and processes, then show where your culture is strong, where it is weak, and which systems are driving the behaviours you are seeing. Every finding comes with a confidence level, and we flag where the evidence contradicts itself, so you have something you can defend to a board or regulator.

Question 2

How do I know if my workplace culture is toxic?

Accepted Answer

The early signs are usually in your data before they show up in conversation: rising grievances, sickness absence, turnover in particular teams, exit interviews that repeat the same themes, and a gap between what your staff survey says and what people tell each other. Toxic cultures rarely come from bad people. They usually build up over years, as policies, incentives and habits pile up without anyone designing the result.

Question 3

How do you fix a toxic workplace culture?

Accepted Answer

Start by understanding what exists today, before deciding what to change. Training and values campaigns rarely work on their own, because behaviour follows what an organisation rewards, promotes and tolerates. We diagnose the causes first, then redesign the systems behind them, and stay involved until the change holds.

Question 4

What does the sexual harassment preventative duty mean for employers?

Accepted Answer

Employers now have a legal duty to take reasonable steps to prevent sexual harassment of their employees, rather than only responding once it has happened. In practice, that means assessing your risks, acting on them, and being able to show what you have done. We help organisations carry out risk assessments, review policies and reporting routes, and train managers, so that prevention is built into how the organisation works.

Question 5

Do you carry out independent workplace investigations?

Accepted Answer

Yes. We carry out independent investigations into grievances, bullying and harassment complaints, and other workplace concerns. Our investigators are specialists in this, and we have no stake in the outcome, which gives everyone involved confidence in the findings. Alongside the investigation itself, we look at what allowed the issue to arise, so it is less likely to happen again.

Question 6

Why do culture change and transformation programmes fail?

Accepted Answer

Most fail because the strategy asks for one set of behaviours while the organisation’s systems reward another. If leaders are bonused on their own team’s results, collaboration will stall however often it is encouraged. We look at where strategy, structure and incentives pull in different directions, then help bring them into line.

Question 7

What is Return on Inclusion?

Accepted Answer

Return on Inclusion® is our award-winning methodology for measuring the commercial and cultural impact of inclusion work. It moves inclusion from a cost to an investment that can be tracked, and our clients have seen an average 19x return.

Question 8

Where do you work?

Accepted Answer

Our registered office is in the Midlands (UK), and we work with organisations across the UK, Europe, and Asia-Pacific. With over 20 years’ heritage, we have delivered work in more than 35 countries.

STRATEGIC PEOPLE & PERFORMANCE CONSULTANCY

Where people, systems, and strategy align

Helping organisations navigate transformation, crisis and growth through their people.

About Us

1. What does your strategy require from people, and do your systems enable it?

2. What behaviours do you say you want, and what do you actually reward?

3. Where are the disconnects blocking performance?

What We Do

Return on Inclusion

EA Culture Model

Do It Action Model

TESTIMONIAL

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