Diversity, Equity and Inclusion Solutions

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The reality is that many organisations engage in DE&I to comply with audits and regulatory requirements, which is necessary - but not enough.

It should be lived and breathed at every level of every organisation. But where do you start? Hanover’s Diversity, Equity & Inclusion (DE&I) solutions can support successful implementation that will embed DE&I and strengthen your organisation’s culture.

Driving your DE&I agenda forward

The stats speak for themselves. More than 65% of people who are open to new career opportunities consider diversity an important factor when looking for a new role, 50% of existing employees want their organisation to do more on DE&I, and organisations with above-average diversity outperform competitors by 46-58%.

You’re likely to face many organisational challenges when it comes to successful implementation of diversity and inclusion solutions, because it is integral to everything you do. We’ve worked with organisations to resolve some common DE&I challenges, including:

  • Lack of time

  • Lack of capability, resources and knowledge

  • Gaining buy-in beyond compliance

  • The confidence and empowerment to have brave conversations and be openly curious about differences in others 

  • Ensuring you have a talent pipeline that allows you to feed your business with diversity in the C-suite and at board level

  • The power of traditional organisations

While there’s no silver bullet when it comes to driving your DE&I agenda forward, you can create a movement for change. This is true for both how you engage behaviourally in DE&I and what you do structurally to allow an inclusive culture to flourish.  

How can DE&I drive high performance in your organisation?

We know from research that DE&I drives high performance in organisations through:

  • Creating more robust strategic direction

  • Increasing business performance

  • Promoting more innovation

  • Developing a stronger employer reputation in the market

  • Driving higher levels of engagement and motivation across your business 

The reality is that due to the complexity and breadth that DE&I covers, it’s not something that will be completed. It’s a continuous work in progress, an iterative process that relies on your long-term commitment.

How Hanover’s diversity & inclusion solutions can help you drive value

At Hanover, we partner with you to give you a benchmark of where you are currently when it comes to both the what and the how of DE&I, and give you support and guidance as to how to Move To the next step. 

Maecenas vitae                                    

Hanover's DE&I Maturity Scale

High Performing: DE&I is part of our values and we use insights from ALL our people to shape our business and direction for the future.

Transforming: We listen to ALL our talent for insights and go beyond gender and race in our DE&I focus.

Evolving: We are proactively building employee representative groups within our organisation.

Emerging: We look to the market to inform what we do in our business on DE&I - reactive.

Hanover’s DE&I solution framework

Hanover’s DE&I framework describes the core components required for any organisation to achieve high performance. Starting from the centre, diversity, equity and inclusion are three distinct but connected components that shape an organisation’s culture, behaviours and decision making.


Maecenas vitae

High Performance Organisation

Discover

Discover...

given the breadth of DE&I and how integral it is to the way high-performing organisations function, we will partner with you to create an understanding of your current situation from a broad perspective.

Define

Define...

enables you to collaborate and use time purposefully in creating your action and change plan. This will set you up for success in delivering on your DE&I ambitions and bring your direction to life.

Deliver

Deliver...

enables you to benefit from Hanover’s broad DE&I expertise in both executive search and talent solutions, supporting you to implement changes across the whole talent lifecycle, as shown in this diagram.

Determine

Determine...

we will help you to demonstrate a tangible positive impact and return on investment from your focus on DE&I. This is critical given your focus, effort and energy from both a ‘head’ and ‘heart’ perspective.

Four stages to high performance

Four stages to high performance

As DE&I runs across everything you do in your business, we partner with you to deliver on your bespoke organisational needs. The four stages to high performance flow out of this cycle. These four stages support organisations in creating and embedding a strong DE&I culture. We can partner with you on any or all of these stages.

Benefits of implementing a diversity and inclusion solution

The result of implementing Hanover’s diversity and inclusion solution is that your organisation becomes a high-performing one, reaping the benefits of a strong, inclusive culture that celebrates differences, becoming more attractive to new talent and gaining an advantage over your competitors.

Discover

Given the breadth of diversity, equity and inclusion and how integral it is to the way high-performing organisations function, we will partner with you to create an understanding of your current situation from a broad DE&I perspective. 


This is essential to build on progress to date and understand the starting point. Our approach at this stage includes:


  • Discovery at board/executive level to engage and understand senior leaders through a DE&I lens

  • Discovery with the wider organisation to ensure that DE&I change is driven by top-down and bottom-up views and experiences

  • A review of your organisation’s processes and policies to identify potential changes and improvements

Define

One of the reasons strategies fail is because the idea is good on paper, but we are not clear on what to do or how to do it.


The DEFINE stage enables you to collaborate and use time purposefully in creating your action and change plan. This will set you up for success in delivering on your DE&I ambitions and bring your direction to life. 


We will work with you to define a change plan that will allow you to ‘shift the dial’ on your DE&I agenda. This plan will take into account both your engagement with and enablement of DE&I in your organisation.


We will set you up for success in not only crafting this plan but ensuring that it provides you with clarity on:


  • Ensuring long-term leadership buy-in and alignment
  • Effective stakeholder engagement
  • Communication
  • Readiness for the change
  • Ensuring you have the right people, structure and capabilities in place to deliver your plan

Deliver

The DELIVER stage enables you to benefit from Hanover’s broad DE&I expertise in both executive search and talent solutions, supporting you to implement changes across the whole talent lifecycle, as shown in this diagram.

Common focus areas and activities of the DELIVER stage include:

  • Continuing to engage your whole organisation around DE&I and positive change

  • Developing how you source, attract and recruit under-represented talent

  • Ensuring that your selection and onboarding process is inclusive

  • Facilitating workshops and masterclasses to upskill your leaders and employees on topics such inclusive leadership and coaching, accelerating careers for under-represented talent, menopause and women empowerment programmes, and building a culture of belonging

  • Developing talent management processes, policies and practices that help you to build a diverse, equitable and inclusive culture

Determine

We will help you to demonstrate a tangible positive impact and return on investment from your focus on DE&I. This is critical given your focus, effort and energy from both a ‘head’ and ‘heart’ perspective.

By quantifying and tracking this impact, we can help to secure ongoing engagement and buy-in across your organisation. This helps to ensure that activities and initiatives do not become ‘one-offs’, but part of a long-term journey of learning and development.

There are a broad range of options for determining the impact of the DE&I changes you’ve implemented. These include:

  • Re-running the DE&I effectiveness survey with leaders and employees and measuring progress through pre- and post-analysis
  • Holding focus groups to understand people’s perceptions and determine ‘real world’ impact
  • Assessing how effectively your change plan has been implemented by reviewing the work done since you committed to your plan AND understanding the impact this has had internally, for your customers/consumers and broader society
  • Communicating positive case studies internally and externally to showcase successes
  • Linking the impact of this work with your business objectives to show how DE&I is helping you to deliver growth and performance

How can Hanover’s Talent Specialists help you

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