Wishing you the very best of the season!!!
Soteria International Group
Business Consulting and Services
Workforce and Workforce Transformation
About us
Soteria International Group Limited is redefining the modern workplace. In today’s fast-paced business world, the workplace is no longer just a physical space; it’s a dynamic, hybrid environment where technology, collaboration, and innovation drive success. We specialise in tailored consulting solutions, including workplace and workforce transformation, people development, digital transformation, strategy, and growth acceleration. With a focus on creating modern, human-centered workplace strategies, we help organisations analyse, adapt, and implement solutions that foster productivity, innovation, and well-being. At Soteria, we don’t just help you navigate change, we empower you to thrive in it.
- Website
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http://www.soteriabusiness.com
External link for Soteria International Group
- Industry
- Business Consulting and Services
- Company size
- 2-10 employees
- Headquarters
- London
- Type
- Privately Held
- Founded
- 2008
- Specialties
- Digital Transformation, Technology Entrepreneurship, Business Model Design, Operating Model Design, Workplace Strategies, and Cyber Securities
Locations
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Primary
Get directions
London, GB
Updates
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Thank you Joy Warmington for highlighting these critical challenges in EDI work. The disconnect between organisational ambitions and action is all too familiar, as is the emotional toll and isolation faced by EDI professionals. Initiatives like Equity Unpacked are so valuable, offering community, support, and tools to help professionals stay strategic and aligned with their values. Empowering EDI professionals is a vital step forward but it’s also worth emphasising that leadership accountability must remain central to any equity strategy. Without a top-down commitment to structural change, EDI roles risk becoming tokenistic rather than transformative. Let’s continue pushing for spaces where DEIB professionals are equipped and empowered to challenge the system while staying aligned with their values. Looking forward to seeing the impact of ‘Equity Unpacked’! #DEI #Leadership #Belonging #PeopleFirst #InclusionMatters #DiversityAndInclusion #Equality #HR #WorkplaceInclusion #SoteriaSolutions #WorkplaceInnovation #PeopleFocused #Diversity #Equity #Inclusion #Belonging
I recently spoke with one of brap’s partners about the challenges she faces in her EDI (equity, diversity, and inclusion) role. The biggest issue she faces, she said, is the gap between what leaders in her organisation say their equality ambitions are, and what they are actually willing to do. She explained that leaders often emphasize the importance of equity for staff wellbeing and customer satisfaction. But responsibility for achieving equality is usually handed off to junior staff, often from racialized backgrounds, working in specialized EDI roles. These individuals, like her, frequently encounter organizational priorities that don’t align with equity goals. Isolated in niche roles, they lack the authority to compel change. This got me thinking about other challenges those in EDI roles face. After all, it can be a thankless task. Here are three other common issues I can think of. Let me know if you can think of anymore. - What’s Permitted Isn’t Always Progressive - Organisations often limit EDI professionals to a narrow set of activities like mentoring programmes, revamped recruitment policies, and legal training. Safe. Well-known. And low impact. They rarely address systemic issues, leaving EDI professionals disillusioned as they are held accountable for incremental progress which bears little resemblance to what really needs to be done - Holding Passion and Hope - Maintaining motivation in EDI roles is challenging when progress feels slow or invisible. These roles often require not only driving change but also inspiring others. The emotional toll of advocating for equity in resistant environments can lead to burnout and isolation. - Playing the Game - As EDI professionals gain experience, they become more adept at navigating organizational systems. However, understanding how to ‘play the game’ might mean compromising or prioritizing organizational goals over personal beliefs about what equity should look like. This raises an uncomfortable question: Have you become part of the system you once sought to change? If any of this sounds familiar, you may want to consider our new development package, Equity Unpacked. Equity Unpacked gives you the opportunity to be in community with others in these types of role. It recognises that your isolation isn’t always conducive to maintaining hopefulness and courage. It recognises that many in EDI roles haven’t always had the technical support they need to navigate their roles and that learning on the job can be painful. It offers opportunities to work on your skills and talents so you understand how to wield your greatest asset – you ! And although we can’t promise miraculous change, we can promise that you will be more strategic, better aligned to your own beliefs, and better able to see the wood from the trees. More info: https://lnkd.in/evJTKtcD
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Soteria International Group reposted this
So, Does Your Strategy Need to Be Transformational? Yes, but not all at once. It’s about balancing urgency with sustainability. Belonging isn’t a destination; it’s a journey of continuous growth and intentional action. #DEI #Leadership #Belonging #PeopleFirst#InclusionMatters #DiversityAndInclusion #NeuroinclusiveWorkplace #Equality #HR #WorkplaceInclusion #SoteriaSolutions #WorkplaceInnovation #PeopleFocused #Diversity #Equity #Inclusion #Belonging #SustainableWorkplaces #BusinessStrategy #CorporateHarmony #ModernWorkplaces #ThrivingBusinesses
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Does My Organisation’s DEI Strategy Need to Be Transformational to Foster Belonging? Here’s the thing about Diversity, Equity, and Inclusion (DEI): it’s not about doing more; it’s about doing it right. So, does your DEI strategy need to be transformational to truly foster belonging? The answer is yes… and no. Let me explain. Belonging starts with action, not overhauls! Belonging is built through intentional, everyday actions, not just sweeping, transformational changes. Small, consistent steps, like inclusive hiring practices, equitable pay, or simply ensuring everyone feels heard in meetings, can create a big impact. People don’t need their workplace to change overnight. They need it to feel safe, fair, and welcoming today. This is the transformative part, solving real issues in the moment that help people feel seen, valued, and included. That said, if you only focus on quick wins, you’ll miss the deeper work that fosters lasting belonging. True transformation means rethinking systems, policies, and culture at their core. It’s about addressing the structural inequities that might be baked into your organisation. For example: Who gets promoted, and why? How is power shared in decision-making? Are your leaders equipped to model inclusive behavior? Transformation takes time, but it’s necessary to create a workplace where belonging isn’t just a fleeting feeling, it’s the foundation. The Sweet Spot: Immediate Wins + Long-Term Vision Here’s the good news: You don’t have to pick between transformative action and transformational change. The best DEI strategies do both. Start with immediate, tangible wins. Show your people that you’re committed to making their experience better right now. Then, work toward the transformational shifts that will ensure your organisation is truly equitable and inclusive for the long haul. So, Does Your Strategy Need to Be Transformational? Yes, but not all at once. It’s about balancing urgency with sustainability. Belonging isn’t a destination; it’s a journey of continuous growth and intentional action. #DEI #Leadership #Belonging #PeopleFirst #InclusionMatters #DiversityAndInclusion #NeuroinclusiveWorkplace #Equality #HR #WorkplaceInclusion #SoteriaSolutions #WorkplaceInnovation #PeopleFocused #Diversity #Equity #Inclusion #Belonging #SustainableWorkplaces #BusinessStrategy #CorporateHarmony #ModernWorkplaces #ThrivingBusinesses
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🎥 In this inspiring interview, Denzel Washington demonstrates the true essence of allyship as he engages with Sally, a black woman and influencer making waves in Paris. His thoughtful acknowledgment of Sally’s unique journey and lived experience showcases the importance of uplifting and amplifying diverse voices. 🌍✨ Denzel reminds us that allyship can show up in many forms—whether it’s listening, validating, or supporting someone’s story. It’s not limited to the workplace but can flourish in all spaces, fostering understanding and inclusion wherever we are.💡 Let’s take a page from this conversation and remember: allyship is a daily practice, and every moment counts! Watch the full conversation here: https://lnkd.in/dr7xvkpm courtesy of YouTube/SALLY #Authenticity #DEIB #AllyshipInAction #DiversityMatters #InclusionEverywhere #DiversityAndInclusion #Equality #HR #WorkplaceInclusion #SoteriaSolutions #WorkplaceInnovation #PeopleFocused #Diversity #Equity #Inclusion #Belonging #SustainableWorkplaces #BusinessStrategy #CorporateHarmony #ModernWorkplaces #ThrivingBusinesses #GodMoments
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Representation is essential in every aspect of the human life!!!
LinkedIn Top Voice | Medical Mythbuster: 2025 Forbes 30 Under 30 (Social Media) | 2024 TED Fellow | 2022 NMQF 40 Under 40 Leader in Health | 300 million+ views on TikTok & Instagram | 1M+ followers across social media
Earlier this year, I showed Kelly Clarkson how Pulse Oximeters fail people of color, and, as Kelly put it, “it’s scary.” I’ve been rebooting my “Racial Bias in Medicine” series! Yesterday, I kicked things off with Episode 1, focusing on racial biases with pulse oximeters. Be sure to follow for more. Pulse oximeters are devices that clip onto your finger to measure blood oxygen saturation—essentially, the amount of oxygen in your bloodstream. They’re used everywhere, from hospitals to home care. But for decades, studies have shown that pulse oximeters don’t work as accurately on darker skin tones because of how they absorb light. Recent research even found that pulse oximeters are three times more likely to overestimate oxygen levels in patients with darker skin. Despite this being a well-documented problem, the issue remains unresolved. #healthcareonlinkedin #joelbervell
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A recent UK study highlights a troubling reality: half of neurodivergent adults report discrimination from hiring managers or recruiters because of their neurodiversity. Even more alarming, 31% of these individuals faced the harsh consequence of their applications being dismissed after disclosing their neurodivergence. This discrimination is not just about missed opportunities – it’s about people being laughed at (20%) or fearing the stigma will block their chance at employment (51%). Steve Collinson, Chief HR Officer at Zurich UK, points out that many recruitment processes are not designed to be neuroinclusive, and employers often see neurodiversity as a "red flag" rather than a strength. ☄️There needs to be a shift in how we view talent! ☄️Neurodivergence should be celebrated as a unique strength, bringing diverse perspectives and problem-solving approaches to the table. 💡So, how do we make assessments, interviews, and workplaces more inclusive for everyone? ⭐️Educate and train hiring managers ⭐️Ensure WorkplaceTech is Neuroinclusive ⭐️Focus on the strengths of Talents and not their challenges ⭐️Create inclusive environments by design and by intention ⭐️Partner with orgainsations such as Soteria Business Services Limited who offer DEIB support services. #Neurodiversity #InclusiveHiring #DiversityAndInclusion #NeuroinclusiveWorkplace #Equality #HR #WorkplaceInclusion #SoteriaSolutions #WorkplaceInnovation #PeopleFocused #Diversity #Equity #Inclusion #Belonging #SustainableWorkplaces #BusinessStrategy #CorporateHarmony #ModernWorkplaces #ThrivingBusinesses
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As we wake up to a new political reality in the U.S. with Trump’s win, it’s clear that DEIB will continue to evolve and face new challenges. Yet, from my perspective as DEIB Transformation Specialist, we choose to be hopeful about the road ahead. Here’s why: 🌟 DEIB is Bigger Than Politics: We’re reminded that inclusivity, belonging, and respect are universal values that go beyond any political cycle. Now more than ever, companies and leaders can showcase DEIB as a core part of sustainable business—not a trend, but a value that endures. 🌟 Strengthening Our Commitment: Internal DEIB commitments will become more vital in today’s climate. As organisations brace for potential shifts in policy and expectations, we have a chance to lead by example, fostering safe, welcoming spaces for all. 🌟 Empowering Inclusive Innovation: From equity in career growth to fostering diverse perspectives, DEIB can help organisations stay competitive, creative, and prepared to meet global challenges head-on. Ultimately, while the landscape may feel uncertain, our mission in DEIB remains as important—and as powerful—as ever. With resilience and renewed purpose, we can shape workplaces that celebrate and uplift every individual, regardless of political shifts. Let’s keep moving forward!!! 🏃♀️🏃♀️ 🏃♀️ #SoteriaSolutions #WorkplaceInnovation #PeopleFocused #Diversity #Equity #Inclusion #Belonging #SustainableWorkplaces #BusinessStrategy #CorporateHarmony #ModernWorkplaces #ThrivingBusinesses
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As we wake up to a new political reality in the U.S. with Trump’s win, it’s clear that DEIB will continue to evolve and face new challenges. Yet, from my perspective as DEIB Transformation Specialist, we choose to be hopeful about the road ahead. Here’s why: 🌟 DEIB is Bigger Than Politics: We’re reminded that inclusivity, belonging, and respect are universal values that go beyond any political cycle. Now more than ever, companies and leaders can showcase DEIB as a core part of sustainable business—not a trend, but a value that endures. 🌟 Strengthening Our Commitment: Internal DEIB commitments will become more vital in today’s climate. As organisations brace for potential shifts in policy and expectations, we have a chance to lead by example, fostering safe, welcoming spaces for all. 🌟 Empowering Inclusive Innovation: From equity in career growth to fostering diverse perspectives, DEIB can help organisations stay competitive, creative, and prepared to meet global challenges head-on. Ultimately, while the landscape may feel uncertain, our mission in DEIB remains as important—and as powerful—as ever. With resilience and renewed purpose, we can shape workplaces that celebrate and uplift every individual, regardless of political shifts. Let’s keep moving forward!!! 🏃♀️🏃♀️ 🏃♀️ #SoteriaSolutions #WorkplaceInnovation #PeopleFocused #Diversity #Equity #Inclusion #Belonging #SustainableWorkplaces #BusinessStrategy #CorporateHarmony #ModernWorkplaces #ThrivingBusinesses
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For us, it is about building a culture that not only reflects the diversity of our society but also leverages that diversity to drive innovation, foster empathy, and improve decision-making across organisations. #SoteriaSolutions #WorkplaceInnovation #TechnologyAndStrategy #PeopleFocused #SustainableWorkplaces #BusinessStrategy #CorporateHarmony #ModernWorkplaces #ThrivingBusinesses #TechStrategy