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National Inclusion Week 2026

Divrsity's Inclusion Challenge

No insight, no fee.

Think your workplace is inclusive? Put it to the test.

For National Inclusion Week 2026, we're challenging organisations to stop guessing and start measuring.

Register on our website by the 20th September 2026, and if we cannot identify a single evidence-based, meaningful opportunity to improve inclusion in your organisation, we will waive the fee entirely.

Registration closes 20 September 2026

Build Trust. Navigate Change.

The theme of National Inclusion Week 2026 is "Build Trust. Navigate Change."

But you cannot build trust if you do not know what your people are experiencing, and you cannot change using assumptions alone.

National Inclusion Week is an opportunity to start a conversation about inclusion, but meaningful change has to go further than a single week. It means listening to people, understanding where experiences differ, and identifying what is working and where barriers and challenges may exist.

Importantly, it also means understanding what needs to happen next — and this is exactly why Divrsity exists.

How inclusive is your workplace, really?

Most organisations want to create workplaces where people feel included, valued and able to contribute, but these good intentions don't always translate into hearing what people are experiencing, or doing anything about it.

Divrsity gives your people a confidential way to share their experiences anonymously, and gives you the evidence to understand them and take action.

And now, we're putting that to the test.

The Challenge

We're confident that the data will tell you something useful.

So confident, in fact, that we're willing to put our fee behind it.

If your survey produces sufficient data for analysis and we cannot identify a single evidence-based, meaningful opportunity for you to improve inclusion, we will waive the standard survey fee.

That doesn't mean we expect to uncover major discrimination or cultural problems, or something your organisation is getting horrendously wrong. An opportunity for improvement could be as simple as a group experiencing the workplace significantly differently from others, barriers that may not have been visible previously, or psychological safety issues flagged through our anonymous survey.

How it works

  1. Take the challenge

    Sign-up to Divrsity by 20th September 2026.

  2. Run your survey

    We will work with you to design the survey, timing, population and communication.

    You do not need to run your survey during National Inclusion Week — you can launch it at any point up to 31st December 2026.

  3. Listen to your people

    Your people complete the confidential, anonymous survey.

  4. Understand the data

    Divrsity helps you look beyond headline averages to understand where experiences differ, where inclusion is working well, and where barriers may exist.

  5. Put us to the test

    If we identify an evidence-based opportunity for improvement, we'll show you what the data is telling you and where you might want to take action.

    And if we cannot identify one? No insight, no fee.

Why this matters

Listening is how trust starts, and evidence is how change is navigated properly. National Inclusion Week can help start this conversation.

That is the difference between saying:

Assumption "We think our workplace is inclusive."
Evidence "We know what our people experience, and we know where to act next."

What if our results are really positive?

Good!

We are not here just to find fault, and positive results are valuable evidence too.

Terms and Eligibility

Divrsity's Inclusion Challenge is available to organisations registering on Divrsity's website between 7–20 September 2026.

The survey does not need to be launched during this period; the survey can be launched at any point up until 31 December 2026.

Before launch, Divrsity and the participating organisation will agree the survey population and the minimum level of participation required to provide a meaningful dataset whilst protecting respondent anonymity.

To qualify for the Challenge:

  • the agreed workforce population must be invited to participate;
  • the agreed minimum participation threshold must be achieved;
  • the survey must contain sufficient Divrsity inclusion measures, such as standard demographic and lens questions, to allow meaningful analysis; and
  • the organisation must not materially restrict or alter the agreed survey population after commencement.

For the purposes of the Challenge, an evidence-based opportunity for improvement means a finding supported by the survey data that can reasonably inform a specific organisational action. This may include, but is not limited to, differences in experience between groups, areas of weaker employee sentiment, identifiable barriers, or other meaningful patterns within the results.

If Divrsity cannot identify at least one evidence-based opportunity for improvement, the standard survey and analysis fee will be waived.

The guarantee does not include additional consultancy, bespoke reporting, integrations, workshops, or other services commissioned separately.

The Challenge is limited to one qualifying survey per organisation and cannot be combined with any other promotional offer.

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