GREENHOUSE PR Agency

Case Studies

GREENHOUSE PR Agency

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”

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.

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.

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.