Putting my name to a public statement of the organisation’s commitment to D&I and of its D&I objectives, strategy and policies
Acting as an ally to, and champion for, colleagues from under-represented groups
Acting as, or appointing, a D&I champion at partnership level and including D&I as a standing agenda item at partnership meetings
Encouraging my senior colleagues to do as I do to provide visible and proactive leadership on D&I issues
Encouraging and allowing time for staff to work on D&I-related projects and training (including outreach and wellbeing initiatives)
Including D&I-related topics on the agendas of internal events such as for new starter induction, would-be partner training and staff away days
Encouraging all staff, at all levels, to bring their whole selves to work and speak openly about their identities
Leading by example in sharing my own identity and experiences
Introducing a reverse mentoring scheme for senior staff to learn from more junior professionals and professionals in under-represented groups; participating in that scheme myself
Encouraging allyship, privilege awareness and/or unconscious bias training for staff at all levels, including partnership level
Encouraging staff in all roles and at all levels to get involved, and leading by example with my own involvement
Continuing fair, diversity-enhancing recruitment and promotion procedures throughout my organisation
Involving HR personnel in partnership level decision making on D&I-impacting issues
Encouraging involvement of partnership level colleagues in HR communications, conversations and projects
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