We foster engagement and encourage trust to support data disclosure by employees
Disclosure relates/data types are compared to a benchmark (Investment Association)
HR analysis identifies data trends in segments of the Insight population to inform action and future priorities
Trends include rates of attrition by category and department; take up of benefits; sickness and absence, early talent progress
We identify less readily collected data types to understand how we can improve e.g. adding socio-economic background
Precise data to drive approach
Clear framework to guide objectives
Prioritisation to focus effort
Ongoing measurement to track progress
Informing our strategy
Our focus is on data collection, comparison with an appropriate benchmark and analysis in data that inform our DE&I strategy
Supportive benefits programme and data-led recruitment
Training, guidance and awareness raising for our affinity groups
DE&I training and support for communication programme
Relevant charters, commitments and external partnerships
Ongoing evaluation through focus groups, leadership roundtables and engagement surveys
Action plan
Enhance communication
Employee engagement
Data on socio-economic diversity
Evidence-based recruitment*
Recruitment process upgrade
Structured interview guidance
Blind interviews for early talent
Executive sponsorship
Support for awareness and events
Increased support for affinity groups
Regular refreshers
Unconscious bias-training
Explaining Insight's programme
DE&I training for all
*Meritocracy is at our core: once we have a balanced shortlist we encourage managers to choose the best candidate.
Address skew in talent modelled against available pool
Protect against unconscious bias
Our focus is on data collection, comparison with an appropriate benchmark and analysis in data that inform our DE&I strategy
We foster engagement and encourage trust to support data disclosure by employees
Disclosure rates/data types are compared to a benchmark (Investment Association)
HR analysis identifies data trends in segments of the Insight population to inform action and future priorities
Trends include rates of attrition by category and department; take up of benefits; sickness and absence, early talent progress
We identify less readily collected data types to understand how we can improve e.g. adding socio-economic background
Informing our strategy
1. Data disclosure
2. Appointments
3. Employee engagement
6 out of 7 Insight disclosure metrics align to IA's* 50-80% banding
Age disclosure 100%
Socio-economic disclosure 47% (vs 40% average via IA)
Females
Ethnic minorities
2021
2023
24%
34%
2021
2023
32%
42%
86%
of our LGBT+ community said Insight was a place where people from diverse backgrounds can succeed (+30% on 2021)
* The Investment Association, Equity, Diversity and Inclusion Data Survey, published November 2023.
Address skew in talent modelled against available pool
Protect against unconscious bias