Inclusion Intelligence
Most organisations believe inclusion is going well because nothing has obviously gone wrong. InQ tells you what your people already know but haven't said out loud — and what it's costing you to not know it.
Most organisations are flying blind
and don't know it
Every organisation says it values inclusion. Almost none can tell you, with evidence, whether that's actually true for the people inside it. That gap — between what leadership believes and what people are actually experiencing — is where turnover, stalled innovation, and reputational risk quietly build up. InQ exists to close that gap before it costs you something you can't get back.
Nobody agrees what "inclusion" means here
Ask five people in your organisation what inclusion looks like day-to-day and you'll get five different answers. Without a shared, concrete definition, leaders assume things are fine while teams experience something else entirely.
Compliance isn't the same as experience
Policies and reports show activity — training completed, statements published. They don't show whether people actually feel safe, heard, and able to do their best work. That blind spot is exactly where risk builds.
The gap is invisible without the right instrument
The space between what an organisation says it stands for and what people actually experience doesn't show up in a normal engagement survey. You need something built specifically to surface it.
InQ makes visible the gap between what your organisation says it values and what people experience in practice — and what that gap is costing you.
The upside: this is a solvable problem
Once that gap is visible, it's addressable. Organisations that close it see it show up in the numbers that matter most to leadership — retention, engagement, faster decision-making, better innovation. Inclusion stops being a compliance line item and becomes a genuine driver of performance.
One diagnostic.
Four respected lenses.
InQ draws on four established, globally recognised standards for inclusion, workplace culture, and disability rights — cross-referenced against each other rather than looked at one at a time. That's what produces intelligence a standard engagement survey can't: not just a score, but exactly where your stated values and your people's lived experience are pulling apart, and why.
Growth & Innovation
Where inclusion gaps are quietly acting as innovation failures — teams that don't feel safe to speak up don't offer their best ideas. InQ shows you exactly where that's happening.
Credibility & Reporting
For NGOs, this means solid evidence for grant applications and donor reports. For corporates and boards, it means structured data you can point to for ESG and stakeholder reporting.
Engagement & Retention
When people sense that stated values and lived experience don't match, they disengage — and eventually leave. InQ surfaces that gap before it turns into a retention problem.
Strategy Meets Reality
The space between what leadership intends and what the organisation actually delivers, made visible — along with what that gap is costing you.
This is what the report delivers.
InQ doesn't hand you a survey summary. It hands your leadership team specific, pointed questions — built from your own organisation's data — aimed at exactly where the blind spots are.
67% of general staff say they wouldn't feel safe disclosing a disability at this organisation. That's 34 points below how confident the executive team feels about the same question.
Your organisation names Respect and Dignity as core values. Your people are telling you those values aren't showing up in one of the most basic ways. What are you assuming about safety here that your staff don't share — and how would you know if you were wrong?
Organisations where this kind of disclosure feels unsafe aren't avoiding the risk — they're delaying it. The early signals that would let you course-correct are exactly what's being suppressed.
Where does your organisation sit?
Every InQ engagement gives you a single, clear position on the inclusion maturity spectrum — calculated from responses across your whole organisation. It's something concrete you can put in grant applications and board papers, and something you can track changing year over year.
Reassessing annually turns a one-off diagnostic into an ongoing performance indicator you can track.
Two sectors.
One instrument.
The questions InQ asks are the same everywhere. What changes is how the report speaks to what matters most for your organisation — donor credibility, or board and investor confidence.
Turn your inclusion commitments into fundable evidence
For organisations chasing grants, tenders, and donor relationships where inclusion evidence is a baseline requirement, not a nice-to-have.
- Clear baseline data for proposals and donor reports
- Indicators structured to match donor reporting frameworks
- Real evidence of inclusion practice — not just statements
- Consistent reporting across programs and funding cycles
- Disability-inclusion documentation aligned to international standards
Give your board real evidence on inclusion performance
For organisations with ESG obligations, diversity reporting requirements, or boards that want structured intelligence on inclusion risk — not just a policy checklist.
- Measurable inclusion data ready for board reporting
- ESG-ready baseline aligned to recognised reporting standards
- A clear read on where strategy and execution are pulling apart
- Evidence you can put in front of shareholders and investors
- Early warning on innovation and retention risk tied to inclusion gaps
A note from Mary.
"Everyone could feel that something wasn't working. Almost nobody could point to why."
Early in 2026 I had some spare time! .
So I started asking a simple question: what does inclusion actually mean, how does it show up in the workplace and what really happens when inclusion isn't present? The answer came in a deep dive about alignment between, values and behaviour - the doing and being of organisations, through the lens of GEDSI, Inclusion and Human Rights. Easy right ... lets see if we can build a picture of what this looks like.
InQ was built to be the "picture" - not just of the gap, but of the potential available when alignment between values, behaviour and inclusion is achieved. The innovation of InQ.
Request a briefing.
InQ starts with a conversation, not a login.
Every InQ engagement begins with a briefing about your organisation, your values, and your people — so we can set up a survey that reflects what actually matters here.
We map your specific values against the InQ framework and build your unique survey. It goes broad across your organisation so the report can go deep — and the findings land directly with the people who can act on them.
- A briefing conversation with Mary Watson-Burton
- Your values mapped to the InQ framework
- A survey built specifically for your organisation
- One intelligence report, delivered to your C-suite and board
- Optional annual reassessment to track progress over time
Request a Briefing
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