In celebration of National Inclusion Week Grant Thornton UK LLP, is sharing a new campaign, 'Stories of our diverse workforce', it focuses on sharing the experiences of our firm's greatest asset. Told from the perspective of our people, these powerful stories touch on important issues such as caring for loved ones, living with disability and long-term conditions, sharing parental responsibility, agile working, mental health, LGBT+ and inclusion.
I’m proud to have been a part of this campaign. It was great to share my story and to highlight how agile working and flexibility for families has helped me to progress my career and broaden my experience. We all know that we need to adapt our behaviours to suit the situations we encounter – but I know that when I am doing work I believe in, and it is linked closely to my values, I give it my ‘all’ and the firm gets the best out of me. That’s why diversity and inclusion is so important. When I came to Grant Thornton three-and-a-half years ago, I was really impressed by the success of our award-winning work around social mobility and the focus on enabling anyone, no matter what their background, to join our firm and thrive. This led me to take up the role of Head of Diversity and Inclusion. Leading this agenda was extremely rewarding and I loved making a difference to how people feel about working here.
Over the past six months, I have used the experience I gained as Head of Diversity and Inclusion (combined with my passion for this agenda) to build an offering for our clients. Based on our experience as a firm, our newly launched diversity and inclusion advisory service helps to benchmark where your organisation is on its inclusion journey, to understand the culture you want to create and work with you to define a clear strategy to realise that ambition.
When talking to people in different organisations who are responsible for this agenda, the question I hear most is: ‘We know we need to make a change, but where do we start?’ I’ll go into more detail on each of these points over the coming weeks, but these are the key areas:
- Transparency and integrity – the importance of acknowledging where you are now in terms of your inclusion maturity so that you start to build for the future
- Leadership – identifying who should be taking responsibility for diversity and inclusion and understanding what that means in action
- Benchmarking – gathering and understanding data about diversity and inclusion in your organisation
- Ambition – building your goals by understanding what ‘inclusion’ means to your people and viewing your position in the context of your sector
- Action – translating enthusiasm for inclusion into sustainable change
If you’d like to find out more about what we do, or if you’d just like to discuss your plans and ambitions for diversity and inclusion in your organisation, I’d really love to hear from you. You can get in touch by direct message or email me directly.
We know we need to make change around diversity and inclusion in our organisation, but where do we start?