Challenge
Starting a new job is always daunting. For Alex* their new role was not a big step physically, just next door in fact from the UK office of a luxury company where they were head of UK Governance, to their global HQ as a D&I Manager for the retailer. However, having started at the company in a junior role 15 years ago, moving to a global D&I position was a significant transition.
Today’s jobs boards are awash with adverts for D&I roles, but in reality, the industry is very young. This means that effective training and development pathways are still emerging and whether you need to gain additional skills or are struggling with imposter syndrome new D&I professionals need support. A driving force in the company’s UK D&I working group, Alex had been instrumental in delivering impact in partnership with Included since our first collaboration with the brand in 2019. So, when we learned they were taking on their first full time D&I Manager role we were more than happy to help.
Action
Included created a unique programme structured as a series of conversations with different thought leaders from the Included team. Each conversation focused on one of the five pillars we use to create an inclusive culture in organisations: strategy, data, leadership, governance and systems.
Using coaching methodologies we explored with Alex how years of professional experience, her personal journey and knowledge of the company could be utilised to effect change across these five areas. The process highlighted Alex’s strengths and provided new insights:
“I really liked the structure; it was tailored to me and I felt very important! The programme highlighted areas that I and the company are weaker in – but it also made me realise what I can bring to the table and where we are already making great progress”
Impact
The insights Alex gained are already being put into action. For example, they told us that the conversations on how to motivate leaders to own the inclusion agenda have been influencing them as they procure training and awareness raising opportunities for leadership teams. They are now asking “How can we adapt our standard approach to really reach people?” and is experimenting with virtual reality simulations which makes the experience of being excluded or overlooked a personal one for leaders. They told us “I want to make D&I part of the thought process in everything that happens here”.
*Names have been changed for anonymity.
Contact us to discuss our new D&I leaders induction for yourself or a colleague.
Testimonial
“I really liked the structure; it was tailored to me and I felt very important! The programme highlighted areas that I and the company are weaker in – but it also made me realise what I can bring to the table and where we are already making great progress”
