Your people and cultural ethos are unique to your organisation. We want to capture it and put it at the heart of your people and culture work.

We will visit you to provide an audit and workshop bespoke for your business.

We start with the five simple core people process. —ChangeRecruitmentPerformanceTalent, and Reward.

If all 5 are in place, everything else is icing. We will get you on the front foot of 95% of what happens with people and culture.

Company PlayBook

We build your people and cultural ethos and your core people processes into a PlayBook that replaces orientation, on-boarding, and all your policies.

Measurement (Indexes)

To help you hold it all in place, we have three simple indexes. These help you deeply understand your people, and what really matters to them.

Belonging Index:

Way beyond engagement, it is a deeper way to appreciate organisational culture – a different way to profile and a very different conversation.

Privilege Index:

An ASX aligned index for addressing privilege and socio-economic diversity.

Diversity and Inclusion Identity Index:

Being strategic around diversity and inclusion starts with knowing who’s on your team, and how they identify.

On-call Support

Now that you’re on the front foot for people and culture, we’re here for that 1 in 100  people emergency (rogue employee, serious complaint, key person risk).

We have extensive experience of setting people & culture up the right way for  5 – 500 employees

Contact us to discuss!

The Belonging Index:

Way beyond engagement is a deeper way to appreciate organisational culture – a different way to profile and a very different conversation.

mwah.’s Belonging index quickly understands whether or not the people in your business have a sense of belonging.

Belonging matters to people.

It is about difference and similarity and the basis to be your best, to thrive and to achieve. Helping you understand the culture.

Discussing belonging moves Diversity and Inclusion forward.

Most companies have programs for the representation of different groups and many are focused on the idea of inclusion.
Not so many however consider that ultimately we all need to BELONG.

Read more about it here

Privilege Index:

An ASX aligned index for addressing privilege and socio-economic diversity.

We’ve long understood that the privilege we’re born with, or grow-up with, has an enormous long term impact on your success.

We now know, courtesy of five years of data, that this is absolutely true.

Then organisations started talking about the silent ‘diversity agenda’ and socio-economic diversity. While this conversation has only just begun, it’s growing fast.

Read more about it here.

Diversity and Inclusion Identity Index:

Being strategic around diversity and inclusion starts with knowing who’s on your team, and how they identify.

It would be so easy if we fitted into neat boxes, but we don’t.

We’re not solely ‘male, female or non-binary’, we’re also an age, an ethnicity (or three), a socio-economic background, a sexual orientation, a religion, varying levels of  physical and neurodiversity, a set of life responsibilities and choices, a series of political or social opinions, and a whole host of life experiences and history.

Read more about it here.