Diversity, Equity & Inclusion

Since the company was set up in 2016 by two men, we have always wanted to find more of a gender balance at Enfuse. In 2020 we had 83% of our people identify as 'Male' and 17% of our people identifying as 'Female'. As of 2023 we have seen this improve to 55% ‘Male’, 45% ‘Female’.

We are pleased with the progress that we have made but we know we have more work to do. Our plan is to continue to attract more women to work for us and to support the women already here with development and promotion opportunities so that we can have a more balanced leadership team.

To enable all of our team to have equal opportunities and to particularly support women, we have created inclusive working policies, enhanced family friendly policies, a menopause policy and hybrid, flexible working practices.

We know that the UK still has a long way to go in providing fair and equitable access to Consulting careers for ethnic minorities. At Enfuse, we understand that some of this is caused by a lack of access to career advice and information on Consulting in schools and colleges. We have identified a number of our own people to mentor school-aged children to help this and have specifically partnered with a.r.u who focus on providing career advice and support to Black, Asian and minority ethnic children. We have also recently hired our own Talent Acquisition Specialists who will be focussing on day to day recruitment as well as engaging with organisations that focus on hiring talent from ethnic minorities.

We are proud to support our LGBTQ+ colleagues by providing a psychologically safe working environment and inclusive policies.

We have an internal network, Enfuse Pride, who regularly meet to discuss important topics, lead and speak up for change and continue to teach the whole team how we can be their allies. They periodically review all of our practices and policies to ensure they remain inclusive, including ensuring our policies are trans and non-binary inclusive.

It is important to us that our colleagues from lower socio-economic backgrounds have equal opportunities to progress with their careers within the consultancy environment and we will ensure they have all the support required to succeed.

10% of our team have declared themselves as having a disability or long-term health condition. We continue to encourage our people to be open with us about their health and wellbeing so that we can make reasonable adjustments to support them where needed.

We want to support our colleagues and also encourage others who identify as having a disability, chronic condition or those who are neurodiverse to join us. We do this by offering hybrid and flexible working, inclusive policies such as a pain and fatigue policy, a home office budget and accessible WeWork offices for meetings and company events.

We have also created different versions of our recruitment process to enable everyone to apply for our roles and have an equal opportunity to be successful within this process.

If you are applying for a role with Enfuse, you will be asked whether you require any reasonable adjustments to be made during our interviewing process.