case study - DEIB
Culture Consultancy recently worked with a fast-growth financial services company to establish their level of commitment to DEIB. As a rapid scale-up pensions business who had grown organically to 250 people, they needed help building in a focus on DEIB that matched the scale of their team.
more likely to recommend MAB as a place to work
improvement to communication (internal NPS)
of employees feel they fully understand the Mission, Vision and DNA
at the Business Culture Leadership Award
We started with their executive team, making sure that they were up to speed on the latest DEIB thinking – not just what’s required by law but also what best practice was currently at play in the market. Then we worked with them to set their DEIB ambitions, helping them to identify realistic commitments that were in line with the size of the business and what they could deliver.
Once these ambitions were set, we worked on delivering DEIB training to employees, managers and leaders at every level, and helped with reviewing and adapting policies to ensure they matched best practice. We also worked on internal communications and engagement to make sure employees felt part of any changes or
new initiatives.
A cross-departmental DEIB team was set up to offer support to managers, and we held monthly coaching sessions for this group as well as meetings with executives and HR leaders to advise on next steps.
As they continued to scale towards 500 people, we kept working with them to dig deeper into employee survey feedback, gender pay gap reports and exit interviews. From this we designed an overhauled recruitment approach that included redacted CVs and inclusive interview training and set up a female talent programme to further strengthen the diversity of their future talent pipeline. We also supported them in running their first Black History event.
The results were that the percentage of diverse new hires increased by 25%, and the rapid progress the business has made on achieving their DEIB agenda has been shown throughout their people feedback since launch.
MAB was already driving a tech-led change programme to simplify the customer and adviser journey. But the leadership team knew that without a unifying culture, the transformation risked stalling.
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We started with their executive team, making sure that they were up to speed on the latest DEIB thinking – not just what’s required by law but also what best practice was currently at play in the market. Then we worked with them to set their DEIB ambitions, helping them to identify realistic commitments that were in line with the size of the business and what they could deliver.
Once these ambitions were set, we worked on delivering DEIB training to employees, managers and leaders at every level, and helped with reviewing and adapting policies to ensure they matched best practice. We also worked on internal communications and engagement to make sure employees felt part of any changes or
new initiatives.
A cross-departmental DEIB team was set up to offer support to managers, and we held monthly coaching sessions for this group as well as meetings with executives and HR leaders to advise on next steps.
As they continued to scale towards 500 people, we kept working with them to dig deeper into employee survey feedback, gender pay gap reports and exit interviews. From this we designed an overhauled recruitment approach that included redacted CVs and inclusive interview training and set up a female talent programme to further strengthen the diversity of their future talent pipeline. We also supported them in running their first Black History event.
The results were that the percentage of diverse new hires increased by 25%, and the rapid progress the business has made on achieving their DEIB agenda has been shown throughout their people feedback since launch.
Delivered through our award-winning 3-stage methodology:
Established a Culture Design Group of leaders, managers, and colleagues to surface real issues and define the future culture.
Developed MABology with clear DNA behaviours, leadership alignment, and a narrative connecting past, present and future.
Leaders were upskilled and supported through mentoring, and cultural metrics were introduced to track progress.
MABology is now embedded across the employee lifecycle. Staff report stronger communication, improved alignment, and a deeper sense of pride in the business. Culture is no longer an abstract idea – it’s a daily lived reality driving engagement, performance, and growth.
The Culture Consultancy team have really advanced our DEI position and helped us to articulate our level of commitment and ambitions around this. The team brought significant business and people expertise, and have supported us throughout our journey.
Chief People Officer, Fast-Growth Pensions Business
Making
Complexity
Simple.
