Employers have increasingly come to recognise that employee engagement is fundamental to organisational success. There is evidence that organisations with engaged staff are more productive, innovative and successful.  

Employers also recognise the benefits of having a diverse and inclusive workforce, not just for reasons of equity but also in driving business performance. 

In June, the IPA and astar-fanshawe launched 'Diverse Voices - Engaging Employee in an Increasingly Diverse Workforce' to understand the links between employee engagement and diversity and inclusion.

In this case study, we look at the benefits of training line managers on David Rock's SCARF model of engagement to institutionalise diversity and inclusion and employee engagement. The SCARF model provides a robust scientific framework for building self-awareness and awareness of others, and managers at UK Bus, part of FirstGroup have been trained on the model.

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