Client: Property Development & Regeneration Specialist
Our client was looking to develop a holistic D&I strategy to increase the diversity of talent and create a more inclusive workplace. To do this effectively, they wanted to identify areas of D&I opportunity within their workplace culture.
To do this, Brook Graham conducted an in-depth analysis of the organisation’s culture to derive qualitative and quantitative data through audits, document reviews, interviews, employee surveys and benchmarking. This resulted in a series of time-framed recommendations, together with a breakdown of strengths and risks to manage. This in turn provided the foundations for the D&I strategy, which was informed throughout by the data from the diagnostic report. Brook Graham also supported the establishment of a robust governance model to drive the D&I strategy forwards and provided training and support for the leadership team to equip them with the right skills to lead inclusive change. In conjunction, a programme of unconscious bias training was rolled out to the entire workforce, with delivery adapted specifically for non-office based staff.
- Consistent and measurable approach, anchored throughout back to the D&I strategy
- Greater awareness of the importance of D&I and managing bias at all levels of the organisation
- Increased diversity in the talent pipeline, particularly at the more senior career levels