Title
Glassboards
Stephen Frost discussing How to Build an Inclusive Organisation but focusing on five areas:
- Strategy – Focusing on the whole strategy of the organisation – not just the D&I work. The strategy requires a plan
- Data – It is important to understand how to use Inclusion is necessary to understand diversity data – leading to the creation of targets on how to include diversity in the organisation
- Governance – How are you going to hold people accountable?
- Leadership – Often confused with Management. Leadership is about push the norms – Do as I do not just as I say!
- Systems – Often invisible parts of the organisation behind the scenes (recruitment, marketing etc) – all of which contain bias. This area is about sustainability of the journey
Once these five areas are in place, you are on your way to building an inclusive organisation. We need to understand where the leadership is regarding understanding, leading and delivering this work.
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Included
Inclusive recruitment for London 2012
It has been 10 years since the London 2012 Olympic and Paralympic Games. The Games illustrated an inspiring commitment to inclusion, which was espoused by the London Olympic and Paralympic Games’ Organising Committee. In order to truly deliver a ‘Games for everyone’, inclusion had to be embedded throughout each aspect of the Games, from recruitment to design to ticketing. Included reached out to those involved in making the London 2012 Olympic and Paralympic Games inclusive and accessible to find out about key diversity and inclusion lessons from the Games, and progression over the last decade.
Steve Girdler, Managing Director at HireRight, worked with sponsor Adecco on the recruitment for the London 2012 Olympic and Paralympic Games. Find out how diversity and inclusion was central to getting this work right, and what lessons have been carried forward in the decade since the Games. Unlock the potential of a diverse and included team. Find out more about partnering with Included.
