Luxury fashion retailer

Induction programme for new D&I leaders

Challenge

Starting a new job is always daunting. For Diane* her new role was not a big step physically, just next door in fact from the UK office of a large luxury retailer where she was head of UK Governance, to their global HQ as a Diversity and Inclusion Manager for the retailer. However, having started at the company in a junior role 15 years ago, moving to a global D&I position was a significant transition.  

Today’s jobs boards are awash with adverts for D&I roles, but in reality, the industry is very young. This means that effective training and development pathways are still emerging and whether you need to gain additional skills or are struggling with imposter syndrome new D&I professionals need support. A driving force in the company’s UK D&I working group, Diane had been instrumental in delivering impact in partnership with Included since our first collaboration with the brand in 2019. So, when we learned she was taking on her first full time D&I Manager role we were more than happy to help. 

Action

Included created a unique programme structured as a series of conversations with different thought leaders from the Included team. Each conversation focused on one of the five pillars we use to create an inclusive culture in organisations: strategy, data, leadership, governance and systems.  

Using coaching methodologies we explored with Diane how years of professional experience, her personal journey and knowledge of the company could be utilised to effect change across these five areas. The process highlighted Diane strengths and provided new insights: 

“I really liked the structure; it was tailored to me and I felt very important! The programme highlighted areas that I and the company are weaker in – but it also made me realise what I can bring to the table and where we are already making great progress” 

Impact

The insights Diane gained are already being put into action. For example, she told us that the conversations on how to motivate leaders to own the inclusion agenda have been influencing her as she procures training and awareness raising opportunities for leadership teams. She is now asking “How can we adapt our standard approach to really reach people?” and is experimenting with virtual reality simulations which makes the experience of being excluded or overlooked a personal one for leaders. She tells us “I want to make D&I part of the thought process in everything that happens here”.

*Names have been changed for anonymity.

Contact us to discuss our new D&I leaders induction for yourself or a colleague.

Testimonial

“I really liked the structure; it was tailored to me and I felt very important! The programme highlighted areas that I and the company are weaker in – but it also made me realise what I can bring to the table and where we are already making great progress” 

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