The client, a health and safety focussed public body, is dedicated to protecting people and places and helping everyone lead safer and healthier lives.
One of the client’s long term Diversity and Inclusion objectives is to continue to increase the representation of under-represented groups across all levels of the organisation. As part of this objective, improving minority ethnic representation was identified as a priority.
The client contacted Delta in 2021 to design a programme for senior leaders and People Managers to support their long term diversity and inclusion objective to increase the representation of under-represented groups, namely Black, Asian and minority ethnic colleagues across all levels of the organisation.
The content was thought provoking
Delta proposed Building Blocks including Insight sessions, reporting strategic recommendations, workshops and coaching.
The Aspire programme of Building Blocks was a three-phase programme for People Managers and senior leaders, and was designed to improve Black, Asian and Minority ethnic representation, and to build inclusive talent management practices.
The Insight sessions from Phase 1 and 2 captured and collated 30 Black and Minority ethnic colleagues’ perspectives. These findings informed Phase 3 , which comprised of 13 People managers and Senior Managers who participated in the following:
- Introductory webinar
- Workshops: Race Fluency; Race Confidence and Race Allyship
- Delta Action Circles
- Closing Webinar
Topics covered included current landscape of D&I; level of comfort and confidence talking about race and ethnicity; and the structural/cultural barriers to racial inclusion. Our rigorous evaluation process involves:
- Post-workshop participant responses
- Tracking participant career outcomes.
All evaluation data shows clear evidence of behaviour change and skills gained across participants’ organisations because of the programme, and positive career outcomes for participants.
Given the huge success and impact of this project, the client is now considering making it a rolling programme.
Colleagues from minority ethnic backgrounds participated in facilitated focus groups.
Colleagues from minority ethnic backgrounds participated the ‘Aspire’ phase – taking a pre-programme ‘baseline’ survey and a post programme evaluation. The latter showed significant positive improvement made across all questions with percentage differences reaching maximum increase of 59%.
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I’m much more confident and it is making me be more of myself. I have been connecting with people so much more and leaning into my strengths and my values more. I have really changed.
One of the most valuable conversations I have had in my whole career. Thank you for a truly enlightening session.
Thanks again for another great facilitation of the programme! Your voice and words are very inspiring and energising – makes me want to put on a cape and round people up for the journey. Thank you.