Workforce of the future report

Better Public Services: Unlocking culture and diversity

The Public Service Transformation 2030 Strategy marks a significant step forward in how public service organisations cater to the dynamic and changing needs of modern Ireland.

It is evident that public service organisations can only provide a quality service by fostering diversity and inclusivity. Not only that, but research indicates that inclusive workplaces are more innovative and more likely to enable people to be at their best and to thrive. Whilst meaningful progress has been made on diversity, more is required to ensure every part of the workforce – across all grades and all regions – is reflective of the communities it serves.

To ensure Ireland maintains its position amongst leading economies, now is the time for public service leaders to take meaningful action. Research has repeatedly demonstrated the positive impact that diversity, equity and inclusion have on organisational performance and outcomes. However, the barriers to progress include a lack of reliable culture and people data, a lack of senior leadership buy-in, and unconscious bias in decision-making. inclusio can help your organisation overcome these and other challenges.

Sandra Healy, Founder and CEO of inclusio, says: “inclusio is not a tick box. We help you understand all dimensions of diversity, equity and inclusion by deploying digital evidence-based solutions. With a team dedicated to helping you measure, track and take action, we link culture to your priorities.”

Teagasc | Engaging our people to deliver DEI strategy with inclusio

Teagasc’s success with inclusio serves as a model for public sector organisations.

Teagasc partnered with inclusio to track DEI performance, respond to public sector duty reporting and develop data-led action plans based on the voices of their people. Deploying inclusio’s digital technology and scientific culture framework empowered Teagasc to demonstrate tangible impact.

Teagasc had developed its DEI strategy, however, it was unable to demonstrate and measure its impact. Getting feedback and input from staff on culture and diversity was an important step in the implementation strategy.

With inclusio data insights, Teagasc learned that 73 per cent of their people feel a strong sense of belonging, 5 per cent of staff have a disability and over 10 per cent identify as neurodiverse, to support strategy implementation, the inclusio team delivered 280 hours of specialist eLearning and delivered a leadership development programme for managers.

The data and initiatives provided Teagasc with a comprehensive picture of their workforce and enabled them to develop relevant, meaningful and measurable action plans resulting in higher levels of staff engagement and buy-in for DEI across all levels.

“We understand that a positive experience at work is critical to attract, retain, and motivate the best people,” says Valerie Farell, Head of Human Resources, Teagasc.

For a free 30 minute consultation on how inclusio can help you and your organisation – visit:


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