Our people

We are focusing our action plan on three priority areas that help us to reach our goals of increasing diverse representation and embedding an inclusive culture at HL.

Recruitment

• We are piloting changes to our recruitment process to better embed diversity in our candidate shortlists through a check and challenge approach.

• We continue to offer a variety of early careers programmes (such as apprenticeships and internships) that grow the pipeline of talented individuals who want to learn and grow their careers with HL.

Progression

• We have launched the Ascent Programme in partnership with diversity-specialists Talking Talent to support mid-level talent to build their confidence and skills to progress their careers.

• We are proud participants in the EPOC Board Fellowship Programme, which aims to increase ethnic minority representation on Boards

• We continue to participate in the 30% Club’s Moving Ahead cross-company mentoring programme which focuses on the progression of diverse talent into more senior roles.

• We run an internal mentoring and coaching programmes, open to all HL colleagues, with a focus on building confidence and helping colleagues fulfil their potential.

• #iamremarkable – delivered by internal colleagues, this global movement empowers everyone to celebrate their achievements in the workplace and beyond.

Functional approach

• We are working closely with the leadership teams of different business areas within HL to help implement function-specific goals and action plans.

The HL LGBTQ+ Network was set up in 2018 to help to create a safe, inclusive and diverse environment that encourages a culture of respect and equality for colleagues and clients whatever their sexual orientation or gender identity, in order that every individual can reach their full potential without fear of discrimination.

We welcome all intersectionality from marginalised communities such as Bi, Trans and Non-Binary people, LGBTQ+ carers, parents, people of faith, people with accessibility needs and LGBTQ+ people from minority ethnic backgrounds and cultures along with our allies.

Our work includes providing education and support for colleagues and we also regularly advise the business on gender and sexuality issues, for example, the use of gender-neutral language on client applications and internal policies as well as the provision of gender-neutral toilet facilities in our Bristol office.

Kaleidoscope are at the heart of our commitments to Bristol Pride, and for many years has regularly been the Family Area Sponsor. We also annually mark, celebrate and bring awareness to LGBTQ+ History Month, International Transgender Day of Visibility, IDAHOBLIT (International Day Against Homophobia, Biphobia, Lesbophobia and Transphobia), Bi Visibility Day and World AIDS Day.

The Chronic Conditions & Disability (CC&D) network was set up in 2021 and provides support and representation for colleagues with ongoing conditions and disabilities. This network works collaboratively across the company to support the education of our colleagues so that everyone can have the best possible experience at HL.

The Cultural Diversity Group (CDG) is a place of cultural exchange, a space where we celebrate each of our backgrounds in their unique way. The CDG run events and activities in line with the global cultural calendar – to help to help promote and deliver ethnic diversity at HL.

Colleagues can get involved with running events and activities to celebrate cultural events such as food tastings, talks and panel discussions. Community engagement is also a large part of what the CDG do. We mentor and sponsor young people in the community to provide additional support to them irrespective of their background.

CDG sponsor St Pauls Carnival every year and also formed part of the project team for our initial pilot of the Strive Internship programme.

The Gender Diversity Group was set up to create a workplace within HL that values all gender identities equally, promotes a culture that recognises the benefits of gender equality and enables creation of a diverse pipeline for any gender identity to achieve their career goals at HL.

We educate and inform colleagues by running events for colleagues throughout the year, including International Women’s and Men’s day.

We work with the business to improve family friendly policies, helped launch our menopause and menstruation policy (2021) and we also helped with the creation and launch of the milk expressing room in our Bristol office (2022).

The Wellbeing network focuses on building awareness, supporting managers and colleagues, and ensuring we provide and signpost the resources that help with mental, social, and financial wellbeing as well as psychological safety.

We are committed to providing a healthy, positive, and happy workplace that promotes positive mental health and in support of these we have a dedicated Wellbeing space within our Bristol office as well as colleagues we are trained Mental Health First Aiders (MHFA). Our MHFAs have undergone an accredited course with MFHA England to help them spot the signs of common mental health crises.

Our mission is to help HL understand, measure and reduce its direct and indirect environmental impact, and to encourage us all to be able to lead a more sustainable life. We’re focusing on helping HL and our colleagues reduce their carbon footprint by going back to the office greener – through improving access to green commuting, embedding sustainability into our procurement processes and reducing our waste.

Our work includes providing education, organising a programme of events and producing resources for our colleagues to raise environmental awareness and champion campaigns such as joining ‘Plastic Free July.’

Colleagues will also be involved in events to plant a tree for every colleague who works at HL, in addition to the rewilding of College Green, all of which is contributing to our Net Zero goals.