BIE Executive

We started the project with our Insight phase, interviewing the management team to find out what was working and what wasn’t. From there we created a bespoke survey, inviting everyone in the company to take part. The insight and data from the survey allowed us to establish the DEIB strategy and ambitions; identify and prioritise the gaps; develop a high-level roadmap to fulfil these culture ambitions, agree on the next steps, and suggest additional scope.

During the Design phase, we delivered 4 DEIB Training, Education & Awareness Sessions (max. 10 people per session), where staff could interact and understand more about DEIB.

• They could understand what diversity, inclusion, equity, and discrimination are, and why DEIB is important
• Recognising and managing their biases/preferences which impacts equity and inclusion at an individual level
• Identifying bias that exists at an organisational/sector/systemic level, identifying strategies and actions for interrupting or minimising bias
• They explored tools and techniques designed to overcome fears, identify boundaries, encourage confidence to discuss DEIB topics
• They identified actions that individuals and teams can take to create inclusive work cultures.

As a result of our work, BIE invited us to hold team sessions to explore inclusive language, authentic expression, offence, and censorship so the whole company was more knowledgeable and confident.

BIE realised that if their ambition was to become the market leader for executive recruitment, they needed to make sure that their internal and external voice was the same and that their DEIB strategy was the best in class. Without that they would continue to miss out on great talent, alienate employees and struggle to grow.