Welcome to In2People.

Community Engagement

A Fire Service  commissioned us to help them gain a deeper understanding of how the community perceived their work and to explore barriers to recruitment from underrepresented groups. They wanted to engage with the public to learn more about their awareness of the service and assess whether individuals in the community would consider applying to work there.

We facilitated a large-scale engagement initiative, connecting with 35 diverse community groups across the region. Through workshops, focus groups, and surveys, we gathered valuable insights into how different groups viewed the Fire Service, their understanding of its roles, and the challenges they faced in considering it as a career option. This process revealed varying levels of awareness about the service’s work and highlighted specific needs and concerns within each community.

The findings provided the Fire Service with a clearer picture of how they could adapt their outreach and recruitment strategies to better reflect the diverse communities they serve. By addressing key barriers and tailoring their messaging, the Fire Service is now better equipped to foster stronger community relationships and attract a more representative workforce.

Cultural Audit

A Police Force commissioned us to conduct an in-depth audit of the lived experiences of senior police officers and equivalent staff grades. Recognising the importance of fostering a culture that champions transparency and ensures every leader feels valued, the authority sought to assess current perceptions, identify barriers, and develop actionable recommendations to strengthen its senior leadership team.

We designed a comprehensive cultural audit process, incorporating confidential interviews, focus groups, and surveys with senior leaders. These methods delved into their relationship with the senior leadership team, as well as their perspectives on organisational culture, leadership, decision-making, health and wellbeing, career development, inclusivity,  recognition and reward, values and behaviours and organisational design.

Drawing on the audit findings, we delivered a detailed report with tailored recommendations that celebrated the organisation’s existing strengths while addressing critical areas for improvement. This comprehensive roadmap has enabled the police authority to embed its core values more effectively, equipping senior leaders to model exemplary behaviours and drive meaningful, transformative change across the organisation.

Mediation

A national charity approached us to assist with a sensitive workplace grievance. The situation involved a dispute between staff members that, if left unresolved, could have escalated into a formal grievance process. Understanding the potential impact on workplace relationships and team morale, the organisation sought an alternative approach to achieve resolution.

We initiated a structured mediation process, providing a neutral and supportive environment where all parties could openly share their perspectives. Our approach was tailored to accommodate the unique needs of the individuals involved, recognising the importance of clear communication. Through a series of facilitated discussions, we helped the parties identify common ground and develop mutually agreed solutions to move forward. By resolving the issue through mediation, the organisation avoided the need for a formal grievance process. This saved time and resources and reinforced the organisation’s commitment to fostering a collaborative and inclusive workplace.

Pay Benchmarking

A youth support charity approached us for assistance as they faced challenges in managing pay progression for their expanding team. With no existing pay benchmarking or progression framework in place, the charity wanted to ensure that their pay structure was fair, competitive, and sustainable, while aligning with their mission and values.

We began by conducting a comprehensive pay benchmarking exercise, comparing the charity’s roles and salaries with similar organisations in the sector. The findings were compiled into a detailed report for the Board, outlining key recommendations for equitable pay scales and identifying areas where adjustments were needed to align with market standards.

In addition, we worked closely with the charity to develop a pay progression policy and associated processes to support future growth. This included clear guidelines on salary reviews, progression criteria, and transparency in decision-making. Our approach ensured the framework was practical for a small organisation, scalable as the charity expanded, and reflective of their commitment to valuing staff contributions.

By implementing these measures, the charity was able to enhance staff satisfaction and retention while positioning themselves as an employer of choice in the youth support sector.

Employment Policies

A small, dedicated mental health charity approached us for assistance in formalising its employment and HR practices. With a growing team of staff and self-employed personnel, the organisation recognised the importance of implementing clear and robust HR policies to foster a supportive workplace culture and ensure compliance with employment law.

We began by developing tailored employment contracts that reflected the charity’s ethos and needs while complying with all relevant legal requirements. These contracts included clear terms and conditions, as well as provisions to support employee well-being—a vital focus given the nature of the charity’s work.

Alongside this, we worked closely with the charity to establish a comprehensive set of HR policies. These included policies on diversity and inclusion, grievance and disciplinary procedures, flexible working, and mental health support for employees. We also provided training to the charity’s leadership team, empowering them to implement best practices in managing staff and fostering an open, transparent, and supportive working environment.

By formalising these employment and HR practices, we helped the charity strengthen its operations and provide its team with the structure and support they needed to thrive. This initiative not only enhanced internal morale but also positioned the charity to attract and retain talented individuals passionate about its mission.

Grievance Investigation

A university sought our expertise to manage a highly sensitive and complex grievance involving several senior staff members. The grievance included allegations related to multiple protected characteristics under the Equality Act, requiring a meticulous approach to ensure fairness, compliance, and the preservation of trust within the organisation.

We began by conducting a thorough initial assessment to understand the nature of the allegations and the dynamics between the individuals involved. To maintain impartiality and integrity, we facilitated an independent investigation process, gathering evidence and conducting interviews with all relevant parties. Given the complexity and sensitivity of the grievance, we ensured that each step adhered to strict confidentiality and compliance standards, minimising disruption to the wider organisation.

Following the investigation, we provided the university with a detailed report outlining our findings and recommendations for resolution, though not all the allegations were upheld. This included practical steps to address the immediate concerns, as well as longer-term strategies to prevent similar issues, such as enhanced inclusivity training and revising internal grievance procedures.

Grievance Investigation

A large university required our support to manage a multifaceted investigation involving a team where allegations of discrimination, potential harassment, theft and insubordination had been raised. The case was highly sensitive, involving multiple parties with conflicting accounts, and required a rigorous and impartial approach to uphold fairness and trust in the process.

We began by designing a comprehensive investigation framework, ensuring compliance with the university’s policies and relevant legal requirements. Our team conducted in-depth interviews with all individuals involved, gathered evidence, and maintained strict confidentiality throughout the process. Given the nature of the allegations, particular care was taken to address the impact of the investigation on the well-being of all parties and to ensure a safe and respectful environment.

The findings were compiled into a detailed report, which outlined the evidence, analysed the issues, and provided clear recommendations for the university to address the situation effectively. This included steps to resolve immediate concerns, such as disciplinary actions where appropriate, as well as long-term measures, such as team rebuilding initiatives and enhanced training on diversity, inclusion, and workplace conduct.

Through our careful and impartial approach, we helped the university navigate a complex and challenging situation while reinforcing their commitment to maintaining a respectful and equitable workplace for all staff and students.

By managing the grievance with professionalism and sensitivity, we helped the university navigate a challenging situation, ensuring the process was fair and transparent while reinforcing their commitment to equality and respect at all levels of the institution.

Cultural Audit

A major UK academic institution commissioned In2People to review allegations of institutional racism raised by staff and students across its Schools.

Our comprehensive review involved inviting all staff and students in scope to share their experiences of perceived unfair practices. In addition to dozens of interviews, we undertook a robust data analysis exercise, examining HR systems, complaints records, and performance data.

The findings highlighted systemic failings within the organisation, particularly the disadvantages faced by black staff and students. Our detailed report provided a series of actionable recommendations addressing governance, leadership, workforce representation, cultural and behavioural awareness, as well as policy and process reforms.

By amplifying the voices of staff and students and grounding insights in evidence-based data, we delivered a report that resonated with the leadership team. The board fully endorsed our recommendations, resulting in visible changes that addressed the identified issues.

Strategy Development

We supported an organisation that provides vital mentoring, counselling, physical activities, education, and employment opportunities for students excluded from mainstream education. With their staff playing a critical role in transforming young lives, the organisation recognised the need for a comprehensive People Plan strategy to support their team and align their workforce practices with their mission.

We worked closely with key stakeholders to develop a tailored People Plan that addressed current challenges and anticipated future growth. The strategy focused on key areas, including recruitment and retention of skilled staff, fostering a culture of well-being and resilience, and implementing professional development opportunities to equip employees for their unique roles.

Additionally, the plan introduced structured performance management processes and clear career progression pathways to enhance staff engagement and motivation. We also embedded initiatives to promote diversity, equity, and inclusion within the workforce, ensuring the organisation reflected the communities it served.

By implementing this People Plan, the organisation is now better equipped to support its employees, ensuring they feel valued and empowered to deliver exceptional outcomes for their students. This strategic approach has strengthened their ability to attract, retain, and develop a dedicated team, creating a solid foundation for sustained impact.

Cultural Audit

A large local authority employing over 8,000 people engaged In2People to address concerns regarding the disproportionate number of disciplinary, grievance, and dignity-at-work cases involving black staff within a specific department.

We conducted focus groups and one-to-one meetings with over 100 stakeholders, including staff, managers, trade union representatives, organisational development teams, and HR professionals. The focus groups were balanced to ensure diverse representation across gender, age, ethnicity, and length of service. Our research explored a range of organisational issues, including culture, policy interpretation, management style, communication, and working conditions, while also gathering suggestions for improvement.

To contextualise our findings, we benchmarked the department against comparable internal departments and a similar department in a neighbouring authority.

Our report identified a combination of cultural and procedural factors contributing to the disproportionate number of employment cases. It offered a clear set of short-, medium-, and long-term recommendations tailored to the culture of both the department and the wider organisation.

The senior leadership team fully supported our recommendations. Following the implementation of these measures, there has been a significant and sustained reduction in employee relations cases involving black staff.

Research and development

A Social Work Teaching Partnership sought to deepen its understanding of the challenges faced by black and black heritage social workers. To achieve this, a study was commissioned to assess the lived experiences of these professionals across four local authorities in the region. This initiative aimed to identify barriers and promote equity, diversity, and inclusion within the field of social work.

The study employed qualitative research methods, including a survey, in-depth interviews with social workers and managers and focus group discussions. These approaches provided a platform for participants to share their experiences and insights. Data from multiple sources was analysed using thematic analysis to uncover recurring patterns and unique narratives.

The research revealed several critical insights. Participants reported systemic discrimination, implicit bias, and limited career advancement opportunities. Many described workplace microaggressions and a lack of representation in leadership roles, which hindered their sense of belonging and professional growth.

To address these issues, the study proposed actionable steps which considered organisational culture, leadership, governance, the application of policies and procedures and positive action.

This study highlighted the systemic barriers faced by Black and Black heritage social workers and underscored the need for targeted efforts to create equitable workplaces.

Positive Action

In2People partnered with a large NHS Trust employing approximately 8,500 staff to address the underrepresentation of individuals from black, Asian, and minority ethnic  communities in roles graded at Agenda for Change bands 8b and above.

Recognising the complexity of the issue, we adopted a multi-faceted approach. We gathered qualitative feedback from recruiters, HR teams, and employees (including newly appointed staff) on their experiences with the recruitment process. This was complemented by a rigorous quantitative analysis of HR data.

Our review uncovered inequality at various stages of the recruitment process. We also identified structural practices occurring both overtly and covertly within the system.

In response, we presented a comprehensive report containing an extensive set of recommendations, including positive action measures designed to address these inequities and foster inclusivity.

Our report, fully endorsed by the senior leadership team, led to tangible, impactful changes across the organisation including the development of a positive action leadership programme.

Organisational Change / Restructures

In2People supported a non-departmental public body through two major restructures over a two-year period, providing in-depth expertise to ensure the projects were delivered successfully.

During the first phase, we were embedded within the internal project team, helping to design and implement the systems and processes needed to achieve the required cost reductions and organisational changes within the agreed timeframe. We worked collaboratively to scope the project, define timelines, draft communications for staff and managers, and engage with representative groups. We also developed the selection processes for the new roles.

In the subsequent phase, our focus shifted to equipping staff with the skills and confidence to apply for positions in the new structure, while also providing outplacement support for those leaving the organisation.

Our person-centred approach ensured that individuals impacted by the restructure were treated with dignity and respect throughout the process.