Partnering with social enterprises to provide manpower and co-create courses is an excellent approach to strengthening diversity and inclusion (D&I) while also enhancing employability and skill development. Engage Corporate Sponsors Involve industry leaders to fund training programs and absorb trained candidates into their workforce. Develop impact reports to showcase success stories and encourage further partnerships.

The thing to do is to address concerns with clear data on how diversity improves innovation and business outcomes. Forster open discussions, highlight success stories, and involve skeptics in shaping the initiatives. Make this inclusion a shared goal rather than a mandate

1. Understand Concerns – Engage in open conversations to identify why employees resist D&I initiatives and address their misconceptions. 2. Communicate the Business Case – Use data and case studies to show how diversity improves innovation, decision-making, and overall performance. 4. Involve Skeptics in the Process – Encourage participation in planning and implementation to create a sense of ownership. 5. Start Small & Show Quick Wins – Implement small, meaningful changes with visible impact and celebrate successes. 6. Create Safe Spaces for Discussion – Organize workshops or town halls for open dialogue, allowing employees to voice concerns and ask questions.

In my experience I have approached this from many directions and found each approach useful, depending on the audience. I have used focus groups, case-studies, promotion events and evidential data to show-case the benefits of diversity and inclusion programmes. Providing a safe space for open discussions and utilising KPI's to de-bunk common myths has been the most effective. E.g. Since we started doing 'this', we have had 'X' amount of engagement from our target group. The key is to not admonish an individual for their views, but help them reflect on other perspectives/lived experience.

Skepticism can be a result of many factors among them, past experience, ignorance, or just resistance to change. A leader should take time to understand what is driving skepticism then address it on a case by case basis. Some approaches may include, providing exposure to your team on successful cases, sitting down with team to conduct deeper analysis and building scenarios.