Case Studies
GREENHOUSE PR Agency
Workplace Diversity, Equity and Inclusion partnership.
The Client
Greenhouse Communications is an award winning PR and Digital agency and a BCorporation, the first PR agency to be certified in the UK with about 60 employees.
They believe business should be a force for good for both people and the planet. They have high aspirations for their DEI journey, as with their actions on climate emergency but needed a compass, this direction and the right tools and resources are the structure we were able to provide to their team.
Sleek HR have been instrumental in helping us improve DEI recording and accountability, cementing the fundamental building blocks of becoming a truly diverse, equitable and inclusive company. We know we need every voice and every skill to tackle the climate emergency and Tutu helped us match our action to our aspiration. She shone a light on the areas where we need to improve. Like many companies, for Greenhouse this is a DEI journey, and they have been our compass”
The Challenge
The environmental sector, where this agency belongs, is the second least diverse industry in the UK after agriculture (The Two Sides of Diversity, Policy Exchange Research). This representation is reflected in the demographics of their employees and they are looking to increase the representation of racially diverse people working within their agency at all levels.
Solutions
Audit
We started off with an audit of their existing systems, policies and processes to gain a better understanding of where they were in their journey and their employee experience. Our approach is to listen intently, observe and identify areas where we could make a difference in becoming a more diverse, equitable and inclusive workplace.
The information we gathered from listening and facilitating conversations with their leadership team, diversity working groups and ambassadors served as good soil for us to grow into the next phase of our partnership.
Advice
We advised on how to retain existing racially diverse employees and create an inclusive and equitable culture that is attractive to new racially diverse talent. Developed new actionable diversity and inclusion commitments to DEI which were promptly approved by the leadership team and will serve as the foundation for present and future actions
Data is important to us, we worked with this team to set ambitious recruitment and promotion targets for a more racially diverse team, especially at mid to senior management level over the next 2 years. These target figures are based on local data and their existing talent pipeline.
Optimise
We optimised their external partnerships with networks of people and relevant diversity networks within their industry. This is important to give this agency visibility as an employer of choice to the groups they are looking to attract. Finally, this agency has recently launched a Diversity, Equity & Inclusion page on their website which clearly shows their journey and actionable commitments for the future.
Impact
This team recognise that their journey of building a more diverse, equitable and inclusive team is not a one and done or a tick box exercise however, we have already seen a sharp increase in applicants from racially diverse background in their application process, an increased level of engagement from their ERGs and improved retention rate.
Another less obvious impact is the clarity in what other areas of diversity, beyond ethnicity where they are underrepresented and a plan on how to bridge this gap.
Their journey continues and we are proud to continue supporting them.
The Client
B&D Energy Ltd is provider of District Energy in the Barking and Dagenham area. It is wholly owned by Barking and Dagenham Council.
It was set up by the council as part of their drive for Barking and Dagenham to be the ‘green capital of the Capital’ by delivering low carbon and working towards zero carbon energy projects throughout the borough and the wider East London area.
Your team has worked together to develop a bespoke approach, bringing understanding of local issues together with expertise and experience. The support you provided helped in developing a solid remuneration policy, linked to a fit for purpose performance management process.
The Challenge
We were tasked by the Board to come up with a remuneration policy that respects their ties with the Local Authority and also connected to performance and rewards and retains their team.
Solutions
Knowledge
Using our expert knowledge, our team created a bespoke remuneration and performance management system that carefully balanced competitiveness, affordability for the size of this subsidiary company and also importantly fit for purpose. After careful research, benchmarking and analysis, we presented our findings and recommendations to the Board stating the pros and cons which allowed them to make an informed decision.
Impact
Our support has allowed this team to build, support and reward their team in a clear, concise and fair way. Having built the structure of a strong performance and remuneration process, we are proud to continue supporting this team with the day to day people management.
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