Consultants are usually engaged when an organisation decides that it requires outside expertise, help or specialist advice regarding a certain area of its business strategy or function.  Since you are reading this, I'm assuming in this case it's ED&I.

And there is nothing wrong with that.  Building a diverse and inclusive organisation is not always an easy task, and it's often hard knowing where to start.  For me it begins with a conversation.  Asking questions and listening.  I can then advise on policy, strategy and approaches that provide real impact, creating stronger cultures, enabling broader empathy, and delivering better business cohesion in the workplace.  This not only helps you attract diverse talent into your organisation but improves/creates inclusive cultures and identifies barriers to inclusion in the recruitment process.  It also ensures that you are not discriminating against any protected characteristics.

At the end of our conversation, you will have a greater understanding and appreciation.  This translates to better, smoother, more harmonious interactions.  Everyone should feel valued and have a genuine sense of belonging, meaning that everyone strives to be better in your organisation.