Embedding a Culture of DEIB for a Fast-Growth Pensions Business

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.