Advisory · Diversity, Equity & Inclusion
From DEI ambition to measurable impact.
Most organisations have DEI intentions. Far fewer have a strategy that delivers on them. We close the gap between intention and impact through strategic coherence and business integration.
Scope a DEI strategyCulture Plus method
Behaviour-first. Evidence-based. Built to last.
Evidence-based, executive-led
Designed to move beyond isolated efforts to comprehensive, actionable plans that drive real impact.
At Culture Plus, we design tailored DEI strategies for organisations ready to move beyond isolated efforts. Our approach transforms ambition into tangible outcomes, integrates disparate efforts, and embeds DEI into your organisation's systems to foster lasting cultural change.
We hear versions of the same questions from leaders across sectors who want to ensure their investment yields results:
"How do we channel our enthusiasm into measurable results?"
"How do we bring together everything we're already doing into something coherent and strategic?"
"How do we make sure our DEI efforts are aligned with business priorities — not a parallel HR initiative?"
Strategy snapshot
Why a DEI strategy is essential.
A detailed, actionable plan that integrates DEI across every stage of the employee lifecycle — from talent attraction to development, engagement, and retention.
Regulators, employees, investors and the community increasingly expect genuine commitment, accountability and measurable progress.
Endorsed capability partner
Trusted by Australia's peak HR body.
Culture Plus Consulting is proud to design and deliver flagship DEI programmes for the Australian Human Resources Institute (AHRI) — Australia's peak HR professional body — supporting HR leaders and practitioners to build capability for inclusive leadership and organisational change.
Connect with us to explore how evidence-based DEI training can help your organisation build capability, strengthen culture, and deliver meaningful, measurable change.
Our consulting services
Deep diagnostics and strategies built for implementation.
We provide senior, independent advisory for boards and executives on culture, equity and respect. Our process ensures your strategy is credible, owned, and capable of shifting culture.
What changes with a coherent strategy
From activity to outcomes.
Diversity does not improve performance unless supported by inclusive leadership and equitable systems. A well-designed strategy creates conditions where people can contribute fully — strengthening problem-solving, decision-making and organisational learning.
Our methodology
The Practical Capability Model
Every Culture Plus strategy engagement is built on the same evidence-based methodology. Hover any step for detail:
Your facilitator
CEO, Author and Principal Consultant
Your Advisor
Felicity Menzies — organisational psychologist, author, and specialist advisor — leads every strategy engagement with behavioural rigour and practical relevance. She has deep expertise across DEI, governance and organisational change in complex, regulated environments.
- Role
- Founder, Culture Plus Consulting
- Qualification
- Bachelor of Commerce; Bachelor of Arts (Psych) — University Medallist; Fellow, Chartered Accountants Australia and New Zealand
- Experience
- 15+ years advising leading global and Australian private and government organisations; former senior executive in financial services and consulting
- Discipline
- Organisational psychology, behavioural science & trauma-informed practice
- Published
- A World of Difference (2016); contributor to leading business and HR publications globally
- Recognition
- LinkedIn Top Voice; commendation in NSW Parliament
Case study · Australian Taxation Office
From award-winning programs to an executive-led strategy.
Shifting the ATO from programmatic initiatives to a fully integrated, leadership-accountable DEI model. Our work included identifying systemic gaps, strengthening leadership ownership, and aligning DEI investment with enterprise strategy.
"Thank you, Felicity! We've included all of the recommendations in the strategy and implementation plan. The strategy has been received well and our social media engagement with the launch was really positive."— Natalee George, Director, Workplace Diversity · ATO People, Australian Taxation Office
Client goals
- — Identify systemic gaps and risks
- — Strengthen leadership ownership
- — Align investment with strategy
The outcome
- — Executive ownership of DEI
- — Defined governance
- — Measurable metrics
Trusted partners
DEI strategy clients.
Felicity Menzies has been a valued long-term partner to CAANZ, delivering outstanding work across diagnostic, capability building, and strategy. As a complex organisation wearing multiple hats — employer, educator, member-based organisation, and professional standards body — we needed someone who could grasp that complexity. Felicity did exactly that, customising every engagement to reflect our unique context across Australia and New Zealand. Her deep facilitation skills rate highly among our leaders and staff, and her advisory support is trusted and practical. We highly recommend her.
Frequently asked questions
Questions about DEI strategy, answered.
If you have a question we haven't covered, write to us — a real human responds within one working day.
Policy: formal commitment, rules and principles. Framework: the overall structure and focus areas guiding DEI effort. Strategy: a long-term, actionable plan aligned to business priorities. Action Plan: detailed tasks, timelines and responsibilities that implement the strategy.
While you're here
Related services
DEI Diagnostic
An evidence base for strategy — benchmarking, workforce data, lived experience and governance review.
DEI Diagnostic →DEI Training
Capability programs that translate strategy into inclusive everyday behaviour across the workforce.
DEI Training →DEI Advisory & Implementation
From strategy to operating model — embedding inclusion across systems, leadership and governance.
DEI Advisory & Implementation →
Build a DEI strategy that drives results
This isn't about ticking boxes.
It's about creating a coherent roadmap that integrates DEI into the fabric of your organisation — and building an organisation that retains, develops, and deploys talent better than the competition.
Discuss your organisation's needs