A central Whitehall department and a leading law firm exchange learnings on diversity and inclusion

Last year, we led a bespoke and purpose-built organisational raid for a central Whitehall department and a leading UK law firm, so they could come together, explore each other’s know-how and exchange fresh perspectives on diversity and inclusion.

The aim of the raid was to focus on the challenges of embedding good diversity and inclusion practices into their organisations, through a series of tailored sessions. The open environment gave the group the opportunity to reflect, innovate and work collaboratively to develop solutions.

Each session generated valuable cross-sector conversations, insights, and learnings for the groups to take away and implement within their organisations. Not only that, but team members also gained a deeper understanding of their own organisations – greatly improving employee engagement.

“The opportunity to engage in depth with another organisation unlike our own was invaluable and was only possible through our association with WIG who provided the connections and took all the logistics out of our hands”.

Session snapshots 

Session 1 – setting the context and introductions

  • Introduction and agreed objectives
  • Latest thinking and insights on diversity and inclusion across the sectors

“Discussing shared experiences and different challenges helped to derive insights into how we might look at our challenges differently”. 

Session 2 – a spotlight on the law firm

  • Challenges, strategies, and tactics
  • The law firms approach to social mobility

Session 3 – discovering the Whitehall department

  • Challenges, strategies, and tactics
  • The department’s approach to diversity and inclusion data analytics

Session 4 – Embedding the learnings

  • Key learnings
  • Implementing plans to improve diversity and inclusion in their organisations

“The organisation-organisation engagement was open, honest and constructive”.

 What happened next

Following the sessions, both organisations implemented significant policy changes based on experiences of the other organisation.

  • Undertaking an in-depth review of the organisation
  • Developing new ways of working to increase workplace inclusivity
  • Increasing transparency of their organisation’s diversity and inclusion data
  • Expanding internal communications on D&I initiatives
  • Launching an ethnicity pay gap monitoring system

To find out more about how we can connect you with another organisation, to tackle a shared challenge, get in touch with our team.