Since June 2020, we have received external consultation and implemented new training and policies to create a workplace in which all feel welcomed, included and can thrive. This has included hosting regular Diversity & Inclusion forums, appointing ambassadors across our offices and releasing Personal Perspective articles alongside internal campaigns
As part of National Inclusion Week, we heard from several of our staff about how our Diversity & Inclusion initiatives have had a positive impact on their mindset and practices when engaging with colleagues, clients and candidates.
“I have made an effort to ensure that I check candidates’ pronouns prior to addressing them or adding them to the CRM in order to make sure that no ‘auto-fill’ correspondence goes out to them with the wrong information. There has also been a significant reduction in football chat in order to avoid making people feel alienated.”
Andrew Quinn, Manager
“Further to the E, D & I sessions I’ve attended, I have made a conscious effort to ensure we celebrate difference within our office. For Ramadan this year, myself and a colleague organised an Iftar, some of us fasted with him and most of the office came together to break our fast. This was a special moment for all involved, we were able to broaden our knowledge through experience, show our colleague support and feel closer as a group.”
Georgina Fry, Senior Executive Consultant
“One thing that I became conscious of is being careful of the language we use, as this can exclude without even intending. For example, I now no longer use ‘guys’ as a plural when speaking to the team.”
Cathy Murray, Senior Manager
“I have made several changes to the way I work, often small but go a long way in ensuring respect and inclusion is conveyed. For example, if talking to someone for the first time – whether a colleague, candidate or client – with an unfamiliar name, I no longer will guess or attempt the pronunciation before asking whether that is correct. Instead, I will ask the person at first instance, listen and ensure I make the clear effort to get it right. Whilst this is a common courtesy, it has been skipped in the past all too often and has had a lasting impact on the individuals effected. I also make sure I understand the personalities, strengths and weaknesses of all of my team. That way I can actively celebrate the small wins and provide much needed public recognition from time to time, tailored to each individual. This ensures the entire team feel valued, not for meeting blanket targets/expectations, but for having the freedom to play to their strengths and succeeding.”
Sophie Curran, Manager
“On the social side, we’ve been making our events more accessible for those who don’t drink. For example, when someone achieves a milestone, I typically take them for breakfast or dinner, making it less drink dependent. Our team socials have also become more activity-based; people can still drink if they wish, but those who don’t want to can still have a good time and feel included. Most recently for charity day, we swapped out an event at the bar for softball in Hyde Park. Many people were able to enjoy a drink, but it was not focused around this.”
Lucy Hertzberg, Manager