Delta is supporting this professional services client to radically accelerate their progress on diversity and inclusion by creating a culture where everyone belongs, significantly shifting the make-up of their partnership by 2025.
Based on the transformational insights generated from Delta’s ‘Charting the Course’ (2016) research findings, the client contracted Delta to design and deliver a talent accelerator programme for minoritised ethnic professionals.
Really opened my eyes to the power of storytelling, addressing biases and being comfortable with being different.
Our approach was our signature Inclusion Ecosystem© talent programme. We developed the business Inclusion Ecosystem© – a collaborative network of leaders, individuals and teams across the organisation, who actively practise inclusive behaviours and work towards building equitable systems to embed a culture of inclusion for optimised performance in the business.
We worked with:
- Aspiring leaders who belong to minoritised ethnic groups
- Their line managers
- Their nominated Partner sponsor/ally
Our approach was evidence-based. Each group’s learning journey was specifically designed to equip them to become change agents in building a diverse and inclusive organisation. Minoritised and under-represented professionals are provided with insights and strategies to navigate their context; senior leaders and line managers are equipped with skills to provide forthright feedback across difference, nurture psychologically safe team climates, be effective sponsors, visible allies and drive wider inclusive culture change.
The Inclusion Ecosystem© programme length is typically one year and is designed to embed behavioural and system change. Learning formats include workshops for each group, joint workshops with mixed groups, e.g., minoritised professionals and their nominated Partners, and coaching (one to one executive coaching, 3-party coaching with Line Managers and small group Delta Action Circles).
Since 2018, we have worked with over 300 aspiring leaders who belong to minoritised ethnic groups, over 180 Line Managers and over 300 Partners. Our rigorous evaluation process involves: • Pre-programme baseline measures • A control group • Post-workshop participant and Partner sponsor/ally responses • ‘Partner pipeline’ outcomes
increase in promotion rates compared to minority ethnic non-participants.
progressed within rank, 11% higher than minority ethnic non-participants.
Don’t take it from us, take it from our clients.
I believe I was able to gain further trust and understand my counselee on a deeper level.
It has opened up a new line of dialogue with my sponsee – It has changed to be more of a personal coaching/sounding board type of relationship in terms of discussing career aspirations and direction.