Inclusion Intelligence
InQ makes visible the human conditions that shape execution, innovation, retention, and culture — giving leaders the intelligence to see where inclusion is driving performance, and where drift is quietly costing.
Assumed Inclusion
Masks risk & opportunity
Organisations often believe they are progressing on inclusion because they meet their compliance requirements and see positive signals in isolated parts of the system. But fragmented reporting creates a false sense of alignment. Without visibility across the full breadth of inclusion conditions, organisations can’t see where compliance and performance drift apart — creating hidden costs in lost talent, onboarding, execution, and culture — or where they come together to generate the real opportunity for innovation, productivity, and organisational strength.
No shared definition of inclusion
Organisations talk about inclusion, but few have a clear, shared definition of what it looks like in day‑to‑day systems, decisions, and behaviours. Without this clarity, teams interpret inclusion differently, leaders assume progress, and organisations can’t see where inclusion is enabling performance — or where gaps are quietly creating risk and cost.
No system wide visibility
Compliance reporting shows activity, but not experience. Organisations see pockets of positive signals and assume inclusion is working, yet they lack visibility of how safety, belonging, accessibility, and voice are experienced across the whole system. This blind spot hides where compliance and performance drift apart — and where they align to create real opportunity.
No credible evidence
The gap between stated values and enacted behaviour is invisible without an instrument designed to surface it. That gap is where both the risk and the opportunity live.
"InQ makes visible the gap between what an organisation says it values and what people experience in practice. InQ shows leaders not only whether inclusion is happening, but what its absence is costing."
Opportunity in the intersection: the InQ Space
When compliance and performance come together, inclusion becomes a capability that strengthens innovation, execution, retention, and culture. This intersection — where values are genuinely experienced and human conditions support people to do their best work — is the space most organisations can’t see. InQ makes this visible, revealing where inclusion is already driving performance and where small shifts can unlock significant organisational advantage.
Four frameworks.
One intelligence system.
InQ works at the intersection of four globally recognised frameworks simultaneously. Every finding is interpreted through all four lenses at once — producing intelligence that no single-framework tool can generate.
Growth & Innovation
Where Gartner meets Values & Culture. Inclusion gaps are innovation failures. InQ surfaces exactly where exclusion is blocking organisational capacity and creative potential.
Performance, Growth & Profitability
Where UNCRPD meets GEDSI. For NGOs: credible evidence for grant applications and donor reporting. For corporates and investors: structured ESG data and measurable stakeholder credibility.
Engagement & Retention
Where Values & Culture meets GEDSI. When values are stated but not enacted, people disengage. InQ surfaces the gap before it becomes a retention crisis.
Organisational Performance
Where Gartner meets UNCRPD. The strategy-to-execution gap made visible — where what leadership intends and what the organisation delivers diverge, and what that divergence costs.
This is what the report delivers.
InQ doesn't produce a survey summary. It produces Insight Questions — built from your own organisational data, directed at the people with the most power and the most blind spots.
67% of general staff respondents indicate they do not feel safe to disclose a disability in this organisation. This score sits 34 percentage points below the executive cohort's confidence rating on the same question.
Your organisation states Respect and Dignity as core values. Your people are telling you those values are not being experienced in one of the most fundamental ways possible. What assumptions are you making about psychological safety that your general staff do not share — and how would you know if you were wrong?
Organisations where disability disclosure is psychologically unsafe are not managing inclusion risk — they are deferring it. The signals that would allow course correction are being suppressed at exactly the point where they are most actionable.
Where does your organisation sit?
Every InQ engagement produces an Alignment Index — a single composite position on the inclusion maturity spectrum. Calculated from all responses across all tiers and all domains. It goes in your grant applications, your board papers, and it changes over time.
Annual reassessment tracks movement along the spectrum — turning a point-in-time diagnostic into an ongoing performance indicator.
Two sectors.
One instrument.
The questions are universal. The report speaks directly to your sector's priorities — whether that is donor credibility, ESG performance, or both.
Turn GEDSI commitments into fundable evidence
For organisations pursuing grants, tenders, and donor relationships where GEDSI integration is a threshold requirement — not a differentiator.
- Clear GEDSI baseline data for proposals and reports
- Structured indicators aligned with donor frameworks
- Credible evidence of inclusion practice — not statements
- Consistent reporting across programs and funding cycles
- UNCRPD article-level framework alignment documentation
Evidence inclusion performance for boards and investors
For organisations with ESG obligations, diversity reporting requirements, or boards that need structured intelligence on inclusion risk and opportunity.
- Measurable inclusion performance data for board reporting
- ESG-ready baseline aligned with GRI and SASB standards
- Strategy-to-execution gap analysis across leadership tiers
- Shareholder and investor-facing evidence of inclusion practice
- Innovation and retention risk identified from inclusion gaps
InQ Futures
InQ Futures applies the same values-alignment intelligence to the most urgent organisational question of our time: when your organisation makes decisions about AI adoption, are those decisions consistent with the values you say you hold?
This is not an AI ethics framework. It is a values mirror held up to the moment of AI encounter — and the Insight Questions it generates for your board may be the most important intelligence briefing you receive this decade.
Request a briefing.
InQ is not a self-serve product.
Every InQ engagement begins with a briefing — a conversation about your organisation, your values, your stakeholders, and what intelligence would be most useful to your leadership.
We map your specific values to the universal cluster framework and set up your unique survey deployment. The instrument goes broad across your organisation so the report can go deep — and the report lands exclusively with the people who need it most.
- Onboarding conversation with Mary Watson-Burton
- Values mapping to the seven universal clusters
- Custom survey deployment for your organisation
- Aggregated intelligence report for C-suite and board
- Annual reassessment available to track progress
- InQ Futures available for pilot organisations in 2026
Request a Briefing
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