Haseltine Lake continue to show commitment to IP Inclusive with creation of a Diversity and Inclusion Group

27 November 2018

Haseltine Lake is a strong supporter of IP Inclusive and the work they do to encourage improved diversity and inclusion (D&I) in the workplace, and this was where our journey to becoming a more diverse and inclusive firm started. Since then we’ve made positive inroads by introducing our HL Well programme (now in its second year), having Mental Health First Aiders in all of our offices, expanding our university portfolio to reach out to more diverse graduates and anonymising CVs for our graduate recruitment, to name a few of the initiatives we have implemented. But, we acknowledge that there’s more to do.

Each individual in our organisation brings with them a diverse set of perspectives, work and life experiences and I feel that the power of diversity can only be unleashed and its benefits reaped when we recognise these differences and learn to respect and value each colleague regardless of their background. To me, inclusion is the next step, as it is a sense of belonging, respect and value for who we are as an individual or group. The aim is for people to feel a level of supportive energy and commitment from others so that we can do our best at work.

As part of our work in this area we recently partook in a pilot scheme organised by IP Inclusive, in conjunction with Focal Point Training Group, to review our current D&I activity against the IP Inclusive Charter, merging trends, best practice and business needs. The process involved completing a questionnaire followed by face to face feedback which resulted in a report featuring recommendations specific to us. Crucially, the report gave us a ‘moment in time’ health-check highlighting our strengths, gaps and priority areas to address to help guide us on our D&I journey. Overall the findings from the process were very positive however, we are aware that this is a journey which we are only part way through. The findings helped to galvanise us to create a D&I Group.

Never one to shy away from the opportunity to improve, Haseltine Lake’s HR team quickly got to work promoting and recruiting people for the D&I Group. We asked for volunteers and the response was overwhelming. We had more volunteers than we ever thought we would, demonstrating how many of our colleagues share our inclusivity spirit and desire to change. We now have a team of seven from our different offices, teams and roles. This group will meet on a quarterly basis to exchange and share the D&I message with the wider teams and start pulling together the firm’s overarching D&I strategy. This strategy is important as it will give us a clear road map to follow and will support us in the achievement of our business goals, which will enable us to:

  • Encourage firm-wide support and raise the profile of D&I 
  • Identify what we want to measure 
  • Have clarity of our D&I drivers/targets 
  • Ensure we have system capability to analyse data 

It sounds pretty simple, but there’s a lot to do and many strands to consider which can seem a little overwhelming. Our approach is to keep moving forward and invest in the future, as our commitment to D&I is long term. Most importantly, senior colleagues at Haseltine Lake believe in and support these goals, and with the full backing of our colleagues we will work together towards a more diverse and inclusive workplace.

Susan Gregory

Susan Gregory

HR Manager

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