Diversity, Equity & Inclusion Consulting Practice
We are lucky enough to have our own Diversity, Equity & Inclusion Consulting Practice, the goal of which is to help our clients be demonstrably more inclusive.
This is achieved through:
- Being evidence based
- Smart yet simple frameworks and methodologies
- Being conscious of context
- Delivery by DE&I practitioners
Recruitment is only one step of the journey to being inclusive and diverse. Put simply, you need to attract, promote, and retain talent. An exclusive culture can prevent staff from being their authentic self at work and may lead them to swiftly exit to organisations that embrace inclusion.
From fostering a diverse pipeline of talent and creating inclusive onboarding processes, through to product and marketing strategies, our services of: advisory, analytics and upskilling will ensure inclusion and diversity is embedded into the cultural identity of an organisation.
An inclusive and diverse organisation starts with a clear strategy and the tone from the top. We help organisations define their bespoke business case for how inclusion and diversity will accelerate their business performance, their strategic priorities coupled with an action plan, with clear governance and accountability for change at all levels in the organisation.
We help organisations identify with a laser focus where there are talent blockages and leaks (analytics), what are the systemic (policies and practices) and behavioural (workplace culture) root causes for this, and then define an action plan to mitigate bias, ensure accountability for progress, coupled with employee upskilling and nudges to ensure inclusion and diversity is a way of life and not a separate stream solely owned and led by the Human Resources function.
As well as the bespoke offering, our DE&I Consultancy runs regular open workshops for HR practitioners and senior leaders on a range of topics, with the objective of advancing knowledge and action for all.
Approach – bespoke to your needs
We believe a blended quantitative and qualitative approach to analysing your organisation’s current situation, is key to ensure executive and employee engagement. A head, heart and hands approach to cultural and behavioural change.
We carry out deep-dive intersectional analytics on your organisation’s workforce of all employees, by location/function.
Providing a laser focus on where systemic, structural and behavioural unconscious biases exist within your organisation. Who gets on fastest, who is more likely to be recruited and who is leaving, enabling high impact interventions to be introduced and monitored.
We can define your bespoke business case for D, E&I, modelling your leading business KPIs with employee and team level metrics.
To enable you to define a future vision/target, we can carry out Predictive and Prescriptive analytics – what the workforce demographics will look like in 2030 if you continue hiring, promoting and retaining talent at the current rate or what the impact of step change initiatives could be.
Example Deliverables:
Representation of the home nationality increases at every management level
Sue Johnson
Managing Partner of Diversity and Inclusion
The Inclusive Recruitment Diagnostic
An evidence-based tool for organisations to assess the maturity of their recruitment philosophy and Identify actions they can take to attract, recruit and retain as diverse a talent pool as possible through an Inclusive Recruitment process.
Inclusive Recruitment Diagnostic | Odgers Berndtson
How?
Step 1 ASSESS – a web-based self-assessment, with the output being an evidence based, weighted chart, outlining the organisation’s recruitment process maturity.
Step 2 REPORT – a bespoke report outlining recommendations the organisation can take to ensure their recruitment process is more Inclusive.
Step 3 ACT – a 121 call with the client by an Inclusive Recruitment expert, tailoring and prioritising actions to accelerate action and impact.
Sectors
Companies
Employees
So far, we have helped organisations from numerous sectors representing over a million employees.
Already there are some quick wins:
- 51% of all 113 organisations do not Train Recruiting Line Managers on Inclusive recruitment.
- However, if they did, their overall maturity scores would increase by 13%.
And areas where we provided further guidance to level up organisations understanding:
- With an average score of 2.5, 75% of organisations were of Emerging Maturity when it comes to using gender inclusive language.
- We have published detailed guidance on the use of gendered pronouns in the workplace.
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