Diversity & Inclusion

How can you manage inclusive workplace?

Place Diversity & Inclusion at the heart of your enterprise.

Common Challenges

1. Staff Isolation

Female, BAME and younger staff often feel isolated from the rest of the organization and management

2. Workforce Diversity

Diversity in the workforce increases innovation and performance

3. Similarities & Groups

Individuals often form natural groups and working relationships with people who are similar to themselves

How Network Centrality Can Help

1. Identifying Diversity Champions

Identifying the individuals who champion diversity and support others to feel included

2. Breaking Down Barriers

Uniting and promoting teamwork and collaboration among different genders, ethnicities and generations

3. Reduce Turnover Risk

Identifying and supporting individuals who are isolated from the organizational network

4. Teamwork & Diversity

Uniting and promoting teamwork and collaboration among different genders, ethnicities and generations


A highly customised survey

Using a short survey, and powerful data analytics, Network Centrality maps the collective relationship resources between individuals and teams. This computational analysis is visualized in graph form and measures the strength of each person’s role within the network


Imagine a Logistics organisation struggling to support it’s Female Leaders. Leadership teams typically have an overrepresentation of Males, resulting in ‘groupthink’ and making it harder for Female Leaders to integrate. How could Network Centrality support Female Leaders and integrate them into the Leadership team?


In the survey, employees would be asked to rate how often they communicate with the other people in the network.


What might we find?

We often find that Female Leaders are more communicative and collaborative than their Male counterparts. Nonetheless, they tend to be more marginalised in employee networks dominated by Male leaders, reducing the influence they have over the network. This can stifle innovation and reduce performance if Female Leaders are ignored and the Male Leaders engage in ‘group think’. In this illustration, the Female Leaders are largely isolated from the core of their network, meaning they have less influence, and the network does not receive the benefit of their expertise, experience and perspectives.

Potential Solutions

Team Collaboration Days

We would create team collaboration days to maximize collaboration and communication between Female and Male Leaders, and encourage the sharing of different perspectives to solve problems and improve performance.

Leadership Coaching

We would encourage coaching of Male Leaders to develop their relationships with Female Leaders, so that the organisation can benefit from their collective expertise. Likewise, Female Leaders would be coached on integrating their networks and developing their collaborative relationships to maximise their influence within the organisation.