Inclusiveness, diversity and culture | Fieldfisher
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Successful business starts with Inclusiveness, Diversity & Culture

At Fieldfisher, we understand that business leaders want to create successful organisations that foster diversity of thought and an inclusive culture.

We help clients achieve this by supporting boards, non-executives, chairs, leaders and managers within the business to develop and improve processes and procedures to ensure IDC is embedded throughout the organisation.

How can Fieldfisher help you achieve a diverse and inclusive workforce?

  • Governance review – who is responsible for IDC in your organisation?
  • Company vision and values – do they align with your IDC aims?
  • Strategy Planning – what does the business want to focus on?
  • Buy-in – how do you ensure the organisation understands and implements your vision and strategy?
  • Policy checks – ensuring appropriate, tailored, understandable and effective policies are in place
  • Workplace compliance – ensuring the organisation complies with its legal and regulatory obligations
  • Data – advising on capturing, updating and analysing data in a lawful way
  • Measuring progress – how is the organisation going to measure impact and how does it compare to its competitors?
  • Technology – embracing technology to assist with the implementation of the IDC strategy
  • Resources – what resources will the organisation need?
  • Project Management – who will be the appropriate manager?
  • External Partnerships – should the business engage with any external groups?

Eliminating toxic behaviour is the key to improving culture. This can be done in a number of ways including:

  • Education, training, workshops with managers, leaders and employees
  • Round tables to discuss particular issues
  • Storytelling
  • Celebrations
  • Regular culture reviews and resets
  • Speaking up: creating clear communication channels and processes for issue spotting

Interrupting bias through the employment lifecycle including:

  • Recruitment
  • Reward and benefit, including pay
  • Promotion
  • Performance/appraisals
  • In extreme cases, terminations

Relationship with Third Parties

  • Due diligence checks with third parties, including suppliers
  • Commercial agreements – ensuring they reflect the IDC strategy

The process of organisational change and improvement needs to be managed sensitively. Risk can be heightened for a period of time until the changes are fully embedded and become normal.

As part of our Crisis Management offering, we assist and support organisations to identify, mitigate and respond to risk arising from:

  • Informal complaints
  • Increased reporting on hotlines
  • Grievances and disciplinaries
  • Whistleblowing
  • Litigation
  • Enquiries or investigations by Regulators including the SFO, FCA, Pensions Regulator, HMRC, PRA, CMA and HSE
  • Equality and Human Rights Commission intervention
  • Police and law enforcement involvement

Ranjit Dhindsa has a remarkable ability to facilitate meaningful conversations and create an atmosphere of openness and inclusivity. She clearly has a genuine passion for the topic of diversity & inclusion and is able to skilfully guide discussions and ensure all participants have a chance to contribute their valuable insights. Through the roundtable event I attended at Fieldfisher, I was able to make some new contacts to add to my network - likeminded professionals who take responsibility and want to make a difference in their organisations.

VP & Managing Director of Catalina

Premal Patel

IDC Services

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