D&I Learning & Development

We have extensive experience of working with clients to help them develop D&I strategies which:

• Are rooted in the realities, challenges and opportunities of their business
• Provide the foundation for delivering measurable, sustainable change

And we can work with you to design and deliver implementation plans which are pragmatic and effective.

Our approach is always to work in close partnership with you to develop an approach which will be best suited to your circumstances and enable you to gain traction and make real progress. And we draw on our extensive corporate experience and knowledge of industry best practice in order to do so.

We can offer a range of tools and processes which can assist with both strategy development and implementation, including:

Quantitative and Qualitative Audits and Research

We can help you identify your key challenges and opportunities by conducting both quantitative and qualitative research.

This can include:

• Analysing your demographic data to ‘get behind the numbers’ and understand what is happening in D&I terms
• Conducting surveys, focus groups or one to one interviews to build up a rich picture of how different groups experience the organisation’s culture, behaviours and career development process.
• And we can conduct external research and benchmarking to help calibrate and support your internal D&I strategy.

D&I Strategic Action Plan Template

Developed in partnership with you, to help formulate D&I action plans at divisional/regional/business unit level. We work with you to focus on opportunities to integrate this with your existing business planning infrastructure, where appropriate (e.g. Business scorecards). This will also include building the right approach to measurement and reporting.

D&I Stakeholders’ Role and Accountability Maps

A chart showing the accountabilities, linkages and working arrangements between key internal stakeholders involved in the D&I change process. It may be used as a checklist when formulating action plans or reviewing progress, to check that roles are clear and resources are in place, connected and aligned.

D&I Change Model: 4 stages of organisational change

A model mapping the main stages of change involved in implementing D&I, from Getting Started, through to Integration and Sustaining Progress. The model identifies the main areas of focus and the associated activities involved at each of the four stages. It can be used to map where the business is as a whole, and/or track progress in individual parts of the organisation. This tool can also be used interactively with leaders or groups of employees to help facilitate discussions about "where are we now versus where we want to be". It can be used to set priorities and check progress on implementation in a given phase of the process.

Additionally, Brook Graham can provide, and tailor for your specific needs, a wide range of practical tools to support aspects of implementation. By way of a few examples, these include:

Self-assessment review tools

To help leaders and other key stakeholders review their level of D&I awareness, priorities, actions and behaviours, and develop individual and team action plans.

Key actions for D&I Champions/Practitioners

A practical guide to the steps that D&I champions/practitioners can take to promote D&I and help drive change.

Key actions for Leaders

A similar guide focusing on the practical actions leaders can take to support D&I change. This can be used in a number of ways, including: as a 'back pocket' guide for individual leaders and leadership teams, or as an engagement tool /discussion document when working with leaders on D&I. It can also be a further source of ideas when formulating D&I action plans.

Inclusion 'check lists'

Practical guides and assessment tools which help people assess the extent to which a particular team environment or part of the organisation is inclusive of all employees.