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2023 Shortlist: Best D&I Innovation Award

news published date 9 October 2023
  • Awards

Following our announcement on 14 September, we are delighted to share even more details of each of the shortlisted nominees – this time for the companies making the shortlist for the Best D&I Innovation Award. But before we do, here’s a reminder of the category:

Good ideas can change the world. The challenge of delivering gender equity requires organisations to think differently about their work with colleagues, communities and wider society. This award recognises an organisation that is leading the way in supporting D&I in new and innovative ways. The focus of the submission can be on a business division, specialist function, community network, or a time-limited project. Or it can celebrate a project or team that has delivered a successful innovation project driving gender diversity and inclusion.  The innovation needs to have particularly supported the progression of women in the workplace.

But why did these company initiatives make the shortlist? Below we include a brief summary of each submission so you can see why could become industry best practice.

Be Yourself at Work, CapcoCapco’s commitment to diversity, equity, inclusion, respect, and integrity is the foundation on which the company’s business and professional lives are built.

The company’s Be Yourself at Work (#BYAW) campaign emphasises individual perspectives and contributions. It allows for diverse perspectives to be shared and embraced to bring together the workforce and power the innovation and creativity that Capco believes characterises its client solutions, are key to the company’s past and future success and allow employees to be their authentic selves at work.

The Flourish Programme, Deloitte ConsultingFlourish is Deloitte Consulting’s flagship wellbeing programme rolled out to 8,000 consulting colleagues and supported by senior leaders. Led by Izzy Hare, the programme links the company’s wellbeing ambition to everything the company does, through measures designed to drive real world behaviour.

Key to this was defining the attributes of a “Flourishing & Healthy” Deloitte consultant, which include: purpose, authenticity, supporting others and leadership energy. The work also included the design of a Target Operating Model, showing how decisions made impact wellbeing and DE&I.

There is also an events programme focussed on challenges that affect women in the workplace and create an inclusive environment in which everyone can be themselves and can perform at their best.

Banker Mums, Deutsche BankThe goal of the Banker Mums initiative was to bring together a diversified group of women from all ages, backgrounds, cultures, corporate titles who are all mothers, and create a strong network.

The innovation has been very well received and is consistently expanding in terms of size and reach, driven by its founder, Cathrin Ironside, who was recently promoted to Managing Director. The success of the initiative is seen by the Deutsche Bank team through the number of projects and programmes Cathrin participates in and leads.

Parental Leave Quarterly Forum, Deutsche BankSince 2019, a quarterly forum has welcomed all who have returned from maternity or adoption leave in the past quarter to share experiences and build vital connections and kinship through shared experience.

Facilitated by three mums, it has grown from one conversation about the challenges that come when someone transitions back and the importance of solidarity and support of other mums in the workplace for wellbeing. It is now in its fourth year, has been replicated in other countries and has supported 150+ returners on their journey back to work.

The forum continues to see tears, laughs and strong bonds form as it provides a safe space at work to find solidarity, empathy, encouragement and support for returners.

Parenthood Network, KPMGThe Parenthood Network is a passion project born out of three mums’ resolve to make KPMG a better and more inclusive place for all. Since its inception in 2019, it has emerged as a significant initiative within KPMG and has grown from 20 to approximately 1,200 members. The Parenthood Network has made remarkable progress in supporting parents from the point they decide to become a parent through the return to work until being a parent of young adult(s).

The network listens to parents and keep enhancing the support the company can provide, such as the roll out of a breastfeeding policy to support mothers as they return back from maternity leave.

KPMG seeks to foster a truly inclusive environment that nurtures the well-being and success of parents at various levels within the organisation.

Women Who Excel, KPMGThe ‘Women Who Excel’ social media platform produces captivating content to showcase aspects of technology in the workplace and offer valuable insights into career experiences within finance and consulting.

By encouraging diversity and engaging individuals who may not typically have exposure to the finance and technology industries, the initiative acknowledges the significant opportunities for under-represented groups. Its platforms include TikTok and Instagram so that the company’s unique perspectives and experiences are seen by a broad spectrum of individuals.

The initiative sees diversity as a social responsibility and  a strategic advantage. By amplifying the voices of the company’s new recruits, the platform seeks to foster an inclusive and equitable environment within the finance and technology sectors and have a lasting impact.

Menopause Support ProgramWells Fargo aims to support all employees experiencing menopausal symptoms or hormonal changes feel empowered to ask for support, carry out their daily role in a safe working environment and have open discussions with colleagues and line managers so that they feel part of an inclusive work culture.

The Menopause Support Program also helps line managers understand how they can support employees experiencing such symptoms.

Through multiple educational awareness sessions with leadership and medical professionals, UK employees experiencing menopausal symptoms or hormonal changes can access medical support through the company’s benefits programme and medical coverage for its employees and their dependents.