Overview

We believe that diversity, equity, and inclusion (DE&I) cannot just live in a document.

We believe that a brand sets direction – and the experience delivers it. Our policies must be woven authentically through our culture to live. We believe that our differences make us stronger and we aim to be do good with and for our people, our clients, consumers and communities.

Culture cannot be forced. It is how we act every day – from the way we work, the way we play and the connections we make - built around mutual respect.

Our model places DE&I at the heart of that culture. We know our best work happens when our client teams come from diverse companies, specialisms, backgrounds, cultures, ideologies and individual identities.

It is part of our mindset – evidenced in our solutions and through our people. By building equity within our teams, we aim to become better collaborators with each other and with our clients, driving better outcomes for all.

Scope

This policy and associated procedures apply to all directors, staff, partners and contractors working for the company.

Commitment

Accountability

-       Making ourselves transparent and accountable for our actions, through clear reporting and communications to our people and our clients.

Representation & sponsorship

-       Continue to build diverse, inclusive and accessible workforce

-       Go beyond the quantifiable and measure sentiment to ensure everyone feels they have a voice.  

Education & continuous learning

-       Training, Coaching and mentorship - for our own people, for those working in our industry and those outside our industry in under-represented communities.

-       Involvement with external partners and bodies.

Client & community impact

-       Committing to supporting our industry, communities and societies.

Designing equitable hiring and promotion processes

-       A standardised approach to interviewing with diverse interview teams.

-       Unconscious bias training.

Career progression

-       We are committed to driving more diversity in our pipeline at all levels, by working with specialist partners and non - traditional sources.

Mental Health and Wellbeing

-       Providing training and support

-       Flexible working hours and holidays

-       Providing specialist, external support

Volunteering and community support

-       Additional time off to support specific causes

-       Pro Bono projects to support under-represented communities

Key Metrics

We track a number of metrics to keep ourselves accountable and visibly track progress and identify areas for improvement

These include but are not limited to:

-       Employee representation

-       Employee satisfaction & eNPS

-       Evaluations – inclusive of leadership

-       Employee hiring & retention

-       Employee advancement

-       Pay equity and equality

-       Partners and suppliers

-       Community involvement

-       Accessibility

Responsibility and Review

This Policy is the responsibility of the Management of Half Rhino. This policy was lasted updated September 2022 and will be reviewed September 2023.

-       Reporting on the company’s DE&I performance in both internal and external communications, where relevant.

-       Reviewing this policy annually and measuring targets and performance