Building organisational capability on DEI

We supported the firm with conducting a DEI strategy refresh. This project involved working with senior partners and others to re-define what DEI means, placing equity at the centre of organisational thinking.

This refresh covered areas, such as hiring, workforce planning, equal pay and culture. 
A key aspect of our partnership was analysing our client’s gender pay gap data and making recommendations on how to address any identified disparities.

Additionally, we mapped out global best practice on reducing pay gaps and built best practice into current thinking and approaches. 

To support the development of an effective DEI strategic plan and to gain insight into the experiences of colleagues across both the UK and US offices, we devised a bespoke Inclusion at work survey.

This survey covered key themes, such as workplace belonging, empowerment, fairness in decision-making and workplace opportunities.

Results were analysed using an intersectional framework to ensure data could be assessed across different lines of diversity. 

To build both confidence and competence of DEI amongst both UK and US-based partners, we designed and facilitated a series of inclusive leadership workshops.

These sessions focused on the role of partners as leads in making effective inclusive change happen, and how leaders can adapt their behaviours to align with the principles of inclusivity.

A key aspect of this programme was to demonstrate how bias may creep into leadership decision-making and how partners can mitigate bias in key people areas, such as hiring, project allocation, performance reviews and promotions.

Following the inclusive leadership sessions, all partners had a follow-up one-to-one coaching conversation, which was designed to provide additional support for further reflection and drill down on partner actions. 

We designed and facilitated a series of workshops, initially covering unconscious bias and more latterly covering conscious inclusion.

• Raise awareness of personal biases, and consider how these impact our everyday interactions
• Learn practical tips on how to ensure everyday behaviours promote the values of workplace inclusion, respect, and belonging.