Diversity Mark Assessor Recruitment

Diversity Mark is a leading authority on Diversity and Inclusion throughout the UK and Ireland. The Diversity Mark Accreditation is awarded to companies following a rigorous assessment process that ensures they have reached the required standard of commitment.

As a diversity and inclusion assessor you will have evidence of commitment to building a diverse and inclusive workplace and or community.

Ideally you will be a strategic, visionary, and humble leader with strong communication and stakeholder engagement capability.

Overview of the role

Our Independent Assessors bring a highly robust standard to the accreditation process. The panel of sector experts are all incredibly passionate and committed to building a more equal and diverse workforce, society and economy and have worked at scale designing, embedding and managing diversity and inclusion initiatives for many organisations across the private, public and third sector.

The primary role of the Diversity Mark Independent Assessor is to assess, along with the wider panel, the signatory’s Bronze, Silver or Gold application. New assessors will be paired with an experienced assessor for the first year.

Role requirements

  • Experience in driving and/or advising on embedding a diversity and inclusion strategy within a large-scale business, organisation or community group
  • Experience in leading transformation within the D&I space (business, organisations or community) and evidence of delivering business results with clear line of sight to D&I initiatives

Person Specification

  • Strong personal interest in evidenced decision making, data and people analytics
  • Commitment to keeping current your knowledge of D&I
  • Progressive mindset with ability to consider complex data and use this to reach well informed decisions
  • Thinking of ways to do it better – what does even better look like?

Commitment

  • Typically, 6 hours per quarter; each assessment panel session will require approximately 3 hours on assessment day plus advance preparation time per quarter dedicated to review applications
  • Representation of Diversity Mark as and when required

Stipend

  • We can offer a contribution up to £1000 per year equivalent to £250 per assessment attended.

Application process?

Please email a copy of your cv along with a cover letter highlighting your suitability for this role to nuala@diversity-mark-ni.co.uk

Application Deadline

Friday 5th November 2021

Invest Northern Ireland awarded Bronze Diversity Mark Accreditation

Pictured (L-R): Denise Black, Executive Director, Human Resources, Invest NI; Donal Durkan, Executive Director, Strategy, Invest NI; Nuala Murphy, Interim Head of Business, Diversity Mark

We are delighted to announce that Invest Northern Ireland have received the Bronze Diversity Mark Accreditation in recognition of their ongoing commitment to diversity and inclusion in the workplace. 

The Bronze Accreditation is achieved following an independent assessment to demonstrate the required standard of commitment to advancing diversity and inclusion and starts with the setting of three gender specific, diversity targets. To do this Invest Northern Ireland identified three gender diversity target areas and developed a vision to help achieve them. The targets reflect the organisation’s aspirations and commitment to focusing on gender diversity, acknowledging that this will help drive growth and a culture of continuous improvement.

Denise Black, Executive Director, Human Resources, Invest NI 

“At Invest NI, we’re really committed to having tangible evidence of diversity and inclusion in the workplace and want to encourage a diverse and inclusive mindset in all our decision making. As an organisation we are committed to building a culture of inclusion and ownership. We want an environment where everyone feels they matter, where everyone feels they contribute and where they can thrive. As part of this commitment, we signed up to Diversity Mark and we’re delighted to have received the Bronze Diversity Mark Accreditation. We’re looking forward to continuing this journey with all our staff.”

Huge congratulations to all the team at Invest Northern Ireland on this achievement.

If you have not yet joined Diversity Mark on your company’s Diversity and Inclusion journey please reach out to emma@diversity-mark-ni.co.uk to discuss the benefits and process.

You can CLICK HERE to join Diversity Mark and work towards achieving the Diversity Mark accreditation.

Baker McKenzie awarded Silver Diversity Mark Accreditation

We are delighted to announce that Baker McKenzie have been awarded the Silver Diversity Mark Accreditation for their ongoing commitment to advancing Diversity and Inclusion in the workplace.

Nuala Murphy, Interim Head of Business at Diversity Mark, James Richards, Executive Director at Baker McKenzie and Lauren Diamondis, Senior HR Business Partner at Baker McKenzie awarded Silver Diversity Mark Accreditation.

James Richards, Executive Director at Baker McKenzie commented “As a global firm, diversity is part of our DNA and we take considerable pride in what we do to advance equality around the world. We believe that no one should be put at a disadvantage, professionally, financially or socially, on the basis of who they are. Here in Belfast, our Inclusion and Diversity Networks have been doing a lot of work both within the office and in the community to champion equality. We are incredibly proud to have been awarded the Silver Diversity Mark and I’m thrilled that this work is being recognized.”

Baker McKenzie hosted an internal event to celebrate their success as a team. Nuala Murphy, Diversity Mark Interim Head of Business was invited as a guest to attend the event and take part in a Q&A along side Dianne Foster, IT Director at Baker McKenzie. Nuala detailed her personal experience with Diversity and Inclusion throughout her career as well as highlighting all the strategic and progressive initiatives Baker McKenzie have implemented and embedded into their organisation.

Nuala Murphy, Interim Head of Business at Diversity Mark said “We are thrilled that Baker McKenzie have been awarded the Silver Diversity Mark in recognition of their progress and ongoing commitment to diversity and inclusion and we congratulate all the team on this very significant achievement. The independent assessment panel praised Baker McKenzie’s substantial efforts in shaping a truly inclusive workplace as well as showing leadership as a role model to other organizations. We look forward to them continuing their progressive and innovative initiatives moving forward on their Diversity and Inclusion journey.”

Huge congratulations to all the team at Baker McKenzie on achieving this accolade.

If you have not yet joined Diversity Mark on your company’s Diversity and Inclusion journey please reach out to emma@diversity-mark-ni.co.uk to discuss the benefits and process.

You can CLICK HERE to join Diversity Mark and work towards achieving the Diversity Mark accreditation.

‘The Business case for Diversity and Inclusion’ panel at Digital DNA

This week Diversity Mark hosted a panel “The business case for Diversity & Inclusion” at Northern Irelands largest tech event Digital DNA. Thanks to the fantastic panelists Gareth Quinn, Ritu Bhatt and Fergal McFerran for joining and imparting their advice, experience and practical tips to our audience. Our Interim Head of Business Nuala Murphy led the conversation. See her wrap up below.  

Nuala Murphy, Fergal McFerran, Ritu Bhatt and Gareth Quinn speaking at Digital DNA Event, Belfast.

Gareth Quinn shared the need for a diverse team to represent his diverse customers for KairosTech Solutions, a scheduling platform for elite athletes. He shared his challenges of being in tech, sports tech and how recruitment has been tough. I mentioned networks like Women of Wearables (WoW)® and connecting up with individuals such as Marija Butkovic.

We all know Gareth Quinn as founder of Digital DNA. Indeed it’s how we first met when he asked me to be on panel for marketing while I was Head of Marketing at Totalmobile Ltd. Back then Gareth understood the need to have more representation at conferences and ensured focus was placed on that each year. As someone who walks the walk when it comes to the business of Diversity and Inclusion, he shared just how tough it is and how he continually tries to do better.

Ritu Bhatt MD of iEngageIT a tech company that is diverse by nature with teams in Belfast, London, India and soon to be Belgium, shared her motivation to start brownscafe to celebrate the successes of brown and non white people in Northern Ireland and the need to inspire the younger generation. She also shared the reality that smaller businesses see D&I as an overhead but if you are thinking of building a global company you need to have D&I embedded in your culture right across the board.

Businesses need to create safe spaces for all staff to feel a sense of belonging. The business benefits are clear; better performance, higher returns, more product teams, more innovation, staff retention….the list goes on. So why is it so tough?

Fergal McFerran from Stonewall a non profit that stands for lesbian, gay, bi, trans, queer, questioning and ace (LGBTQ+) people everywhere, shared how organisations are afraid to get things wrong. He suggests they listen to their staff and understand them and what they need. He also shared the importance of commitment right across the board and true collaboration with organisations and groups. What does that look like? Accepting getting things wrong is part of the process but listening and basing action on insights will see change.

As an independent assessor with Diversity Mark he talked about the importance to start on a structured journey, to focus on one or two things and do them well. Spreading yourself too thinly doesn’t bring success. Personally, as interim head at Diversity Mark I have seen a shift from “good thing to do” to “business need” when it comes to company’s trying to build more diverse teams, boards and organisations. It’s a no brainer for sure and I’m encouraged to see commitment in this area.

If you have not yet joined Diversity Mark on your company’s Diversity and Inclusion journey please reach out to emma@diversity-mark-ni.co.uk to discuss the benefits and process.

You can CLICK HERE to join Diversity Mark and work towards achieving the Diversity Mark accreditation.

Diversity Mark kick off Autumn Series of Events

Last week saw the launch of key events for Diversity Mark as we kicked off our autumn series of events for signatories existing and new.

Nuala Murphy, Interim Head of Business and Emma Lyttle Engagement Manager at Diversity Mark at Glandore offices Fitzwilliam Hall, Dublin.

First event was the Meet the Team hosted by Nuala Murphy Interim Head of Business and Emma Lyttle, Engagement Manager.

Thank you to everyone that attended. The purpose of the session was to give our signatories the opportunity to meet with the team and for us to understand how we can support you each on your diversity and inclusion journeys. Noting each organisation is starting from a different place but understanding the power of learning and sharing together.

Through the breakout rooms we learned the top challenges for businesses right now and discussed active ways to navigate challenges in recruitment, flexible working and aspirations for building more diverse teams, organisations and businesses.

The event covered the Diversity Mark accreditation process and laid out the numerous steps to achieving the different stages. It also provided the opportunity for signatories to break out into small groups to discuss their industry and organisational challenges as well as a safe space to ask for help of other organisations further down their journey. Key suggestions were around language used in recruitment adds to ensure inclusion and attraction of more females in tech, and the use of the Gender bias decoder and Finding subtle bias in job ads

Discussion around the gender pay gap as well as bias and awareness training for all managers in an organisation wanted to build a more equal workplace. Do check out the Women In the Workplace 2021 report launched with Lean In and McKinsey on Monday past for more on this.

We ended the week with the first Diversity Mark round table at our Dublin office Glandore 25-27, Fitzwilliam Hall, Dublin, D2.

A Coffee Power Hour it sure was as we welcomed industry peers for an introduction to Diversity Mark as well as an opportunity to hear what is pressing for their organisations, community groups and business practices. Connecting people and educating on all areas of diversity created a wonderful safe environment to understand the key concerns and opportunities that we as the awarding body of the Diversity Mark Accreditation can instigate change. We look forward to hosting monthly meetings and would love to see you there and have some exciting partnerships to announce very soon. Sign up to our newsletter and be the first to know. Click here to sign up

If you have not yet joined Diversity Mark on your company’s Diversity and Inclusion journey please reach out to emma@diversity-mark-ni.co.uk to discuss the benefits and process.

You can CLICK HERE to join Diversity Mark and work towards achieving the Diversity Mark accreditation.

AMS named winner of 2021 ‘Diversity & Inclusion’ Awards Northern Ireland

AMS who hold the Silver Diversity Mark Accreditation has been awarded the ‘Diversity & Inclusion’ Award at the 2021 Responsible Business Awards in Northern Ireland. The Award is one of 11 Awards categories that form part of Business in the Community’s annual recognition event that recognises and rewards firms in Northern Ireland that are embracing the journey to build better workforces, create a sustainable economy and healthy communities.

Winners in all eleven responsible business categories were announced at a hybrid Awards event, hosted in-studio by TV and weather presenter Barra Best and broadcast live across Business in the Community’s digital platforms.

The Awards take place every year and in 2021 the event was run in partnership with JP Corry, SPAR and Department for Communities, and in association with Ulster Business and U105.

Kieran Harding, Managing Director of Business in the Community Northern Ireland pictured with Marcella McKeever, Head of Centre Belfast, AMS, winners of the Diversity & Inclusion Award at the 2021 Responsible Business Awards in Northern Ireland.

Marcella McKeever, Head of Centre, AMS Belfast commented on the news of this award, “We are delighted to have won this award and be recognised as an organisation that is committed to the diversity, inclusivity and wellbeing of our people.  We strive to enable our people to succeed in a truly diverse and inclusive environment. Our employee led working groups work tirelessly to initiate change internally and are visibly engaged in supporting our Diversity, Equity & Inclusion (DE&I) ambitions across all areas including social mobility, ethnicity, disability, cognitive diversity, LGBT+ and wellbeing. Our DE&I framework embeds our company culture promoting the value of difference and conscious inclusion, empowering our people who are passionate about equality and mutual respect for others.”

Kieran Harding, Managing Director, Business in the Community remarked: “Congratulations to each of the winning organisations for leading the way in responsible business. This year has been really challenging for a lot of businesses and people in Northern Ireland, so I want to thank our winning, and highly commended and shortlisted organisations for continuing to make responsible business action a priority. The judging process of the Awards is robust, and the standard of entries was phenomenally high this year. All winners demonstrated true leadership in the area of responsible business and their entries are sure to inspire others in their own responsible business journey.”

Huge congratulations to all the team at AMS on this fantastic achievement.

If you have not yet joined Diversity Mark on your company’s Diversity and Inclusion journey please reach out to emma@diversity-mark-ni.co.uk to discuss the benefits and process.

You can CLICK HERE to join Diversity Mark and work towards achieving the Diversity Mark accreditation.

Silver Diversity Mark for Liberty IT

Cathy Donnelly, Senior Director of Talent at Liberty IT and Willie Hamilton Managing Director of Liberty IT – awarded Silver Diversity Mark

Belfast-based Liberty IT has been ranked third in the ‘Best Workplaces for Women 2021’ listing by Great Place to Work UK and has been awarded a Silver Diversity Mark.

The digital innovation firm is one of only seven organisations in Northern Ireland to achieve the Silver Diversity Mark accreditation, for its commitment to advancing diversity and inclusion in the workplace.

Diversity Mark awarded this accolade to Liberty IT following the company’s work across a number of programmes, resulting in an increased number of females at entry and executive level; and enhanced awareness and learning through the roll out of their Pride Allyship sessions and company-wide Diversity, Equity and Inclusion (DEI) Programme.

Willie Hamilton, Managing Director of Liberty IT said: “At Liberty IT our employees are at the heart of everything we do. We aspire to be a company where everyone feels included and that they belong, one that values diversity, not only in our words but in our actions, bringing our values to life every day.

“We are incredibly proud to have been awarded a Silver Diversity Mark and it’s testament to the work we have been carrying out for a number of years to ensure we lead the way in diversity and inclusion in the workplace. It’s recognition for our people, our Employee Resource Groups and leaders for all the great work they have completed, and continue to carry out, in our journey for the promotion of equitable opportunities for all.”

Cathy Donnelly, Senior Director of Talent added: “DEI is core within Liberty IT’s culture and we’re delighted to be recognised with two award wins in this area. As we are well aware, Northern Ireland has an under-representation of women working in STEM. However, at Liberty IT we are working hard to address this issue and to encourage female applications from entry level roles and above, as well as developing our highly-talented female engineers.

“We have introduced a number of initiatives including a female only scholarship, female representation on all interview panels and recruitment centres and have launched Mentoring Circles to help give female engineers at all levels the tools to realise and achieve their goals and aspirations,” she continued.

“We have lots of exciting things to come in the weeks and months ahead which will further reinforce our dedication to gender equality. This includes launching a Family Toolkit, which offers individual coaching for team members returning from extended leave, transitioning back to work.”

Huge congratulations to all the team at Liberty IT!

If you have not yet joined Diversity Mark on your company’s Diversity and Inclusion journey please reach out to emma@diversity-mark-ni.co.uk to discuss the benefits and process.

You can CLICK HERE to join Diversity Mark and work towards achieving the Diversity Mark accreditation.

Version 1 NI Awarded the Diversity Mark Bronze Accreditation

Huge congratulations to all the team Version 1 for being awarded the Bronze Diversity Mark Accreditation. The Diversity Mark Accreditation is a ‘Mark of Progress’ that publicly declares commitment to building more diverse and inclusive workplaces to benefit all employees.

Jonas Cella, co-chair of the Version 1 NI commented:

“Receiving the Bronze Diversity Mark is an important milestone for us. It shows we are on the right track to have a diverse and inclusive workplace and makes Version 1 a great place to work in Northern Ireland. At Version 1 diversity is a fact, but inclusion is a choice we make every day”

Christine White, Head of Diversity Mark added:

“We are delighted to recognise Version 1 for their commitment to Diversity by awarding them the Bronze Diversity Mark accreditation.   

Our independent assessment panel commended Version 1 on a reflective application looking at a variety of specific and strategic interventions which will have the potential to collectively shape a truly inclusive culture and begin to address the gender balance across all levels of their business.

 We congratulate everyone at Version 1 on this achievement and look forward to working with them on their Diversity journey over the next number of years.”

If you have not yet joined Diversity Mark on your company’s Diversity and Inclusion journey please reach out to emma@diversity-mark-ni.co.uk to discuss the benefits and process.

You can CLICK HERE to join Diversity Mark and work towards achieving the Diversity Mark accreditation.

Transparent Thinking – Breaking The Mould in Diversity and Inclusion

Making progress in manufacturing can’t be focused purely around improving technology, it must also be grounded in creating progressive cultures that breed opportunities for everyone, regardless of their demographic or background.

As many businesses around the world recognise the benefits that come with incorporating inclusive and diverse working processes, a large proportion are unsure where to even begin. How can they enact widespread changes in long-standing behaviour throughout their organisation, in a way which is both enduring and effective?

Christine White, Head of Diversity Mark

Christine White, our Head of Business talks with Encirc for Transparent Thinking – their new insight-led content series, which will uncover and confront the biggest issues facing the global manufacturing and beverages sectors. Christine shares her expert insight around the important first steps which those responsible must take to instil futureproofed values.

One of the biggest dangers facing the world of employment today is that companies and senior leaders see diversity as being only a tick-box exercise. This isn’t what embracing diversity and inclusion is all about. It must be about creating a positive and more meaningful culture. This takes a lot of hard work and commitment, but doing it properly also brings with it real rewards and will pay dividends if it goes beyond just lip service.

A compelling business case

There is a huge difference between organisations with senior level buy in and those that do not really understand the true value of diversity and inclusion. For example:

Organisation A treats Diversity and Inclusion as a single initiative owned exclusively by HR, they think it is the right thing to do but it’s seen as more of a tick box exercise that they sometimes pay lip service to every now and then. Employees, therefore, also see it as a tick-box exercise with no authenticity.

Organisation B however, sees it as a growth enabler and the key to every decision within the organisation.  Every individual leader is bought into the value of belonging, both intellectually and emotionally. Leaders are authentic and visible champions for Equality, Diversity, and Inclusion and they are equipped to be able to explain why they care, why it matters, and why it should matter to their direct reports and colleagues.

The business case for inclusivity and diversity has been clearly made over time and is backed up by numerous academic studies which have shown that companies with greater diversity perform much better and have significantly lower staff turnover rates as well as increased innovation. McKinsey & Company found that companies in the top quartile for Gender Diversity on executive teams are 25% more likely to have above average profitability. Harvard Business Review reported in 2020 if we act now to advance gender equality this could add $13 trillion to the global GDP by 2030.

Understanding the barriers

Analysis of data is key because you can not change what you can’t see, feel, hear, understand or quantify. Auditing the system and achieving systemic change requires quantitative and qualitative data and this should be measured regularly. At Diversity Mark we  provide a framework for organisations which assists with this important step. This data should be reviewed with a key team of stakeholders. The most important stakeholder is the wider workforce, especially underrepresented groups. This vital exercise should assist in identifying any potential barriers to women or underrepresented groups, which can then be acted on accordingly.

Creating an Equality, Diversity, and Inclusion Strategy

The aim of this activity would be to have a living document which outlines the values, principles, and goals of the business when it comes to Diversity and Inclusion.

An effective Equality, Diversity and Inclusion strategy should include how Diversity and Inclusion links to the company’s values, core operating model and growth strategy and it should be easy to communicate.

Companies are becoming increasingly aware of how important it is to create an inclusive employer brand. Glassdoor found that 67% of candidates said that diversity in an organisation is an important factor when considering a job offer, so it is imperative to make a statement and make your diversity goals and strategy visible both internally and externally.

Working Groups can also be invaluable when planning or implementing change, starting or reviewing your diversity journey, or enabling you to really hear staff views in relation to a particular issue.

Being involved in a diversity working group can be an excellent development opportunity for individuals, as they can take ownership of tasks whilst spreading the workload – rather than a couple of individuals in HR trying to drive change.

Encirc, for example, were able to establish their first internal Women’s Network, which now supports and champions gender equality across the business. Three projects were developed by the original committee; the first of which focused on championing gender diversity in the workplace.

Developing a positive culture for employees

If you attract the best people into your organisation – will they stay?  Do team members feel they will score extra points if they work excessive hours, answer emails at weekends and evenings and wear their burnout badge with honour?  If the answer is yes, then you are unlikely to retain top talent, especially women and working families.

Culture comes from the top, and managers should lead by example here. If you can make kindness, compassion, and trust central features of your culture you will attract the best people and retain your top talent. Culture audits, anonymous surveys and exit interviews can be helpful and will give you benchmarks to improve on. If you are in constant listening mode with your employees, employee satisfaction will increase, and turnover will reduce.

Building a diverse pipeline for the future.

Many of the STEM and manufacturing organisations on board with Diversity Mark, such as Encirc, are trying to attract more females and have initiatives around reaching out into the community.  For example, outreach to girls’ schools could include offering work experience opportunities, offering work related project opportunities, providing a sponsored prize for a manufacturing or STEM related project, and engagement with local primary schools using female role models to emphasise at an early stage that manufacturing, and STEM careers are for girls and boys.

Talent mapping is a vital process in identifying the capabilities, experience and potential of current employees and aligning this with your growth strategy to reveal talent gaps and development needs. It helps to identify the stars within your organisation, and you can work on their personal development to get them ready to participate at senior levels when the time comes, whilst retaining them.

Job seekers and young people want to know what you are doing to increase diversity and inclusion in your company, which is a big reason to improve your recruitment practices.  Editing job description language thoughtfully and use of gender-neutral language, along with blind shortlisting and diverse interview panels, can help in reducing the risk of unconscious bias. In the case of Encirc, the company launched a Diversity Charter in 2019, which outlined its commitments in line with the above, to ensure a fair and balanced recruitment process. Find out more here.

If you want to find out more about the Diversity Mark accreditation programme visit www.diversity-mark-ni.co.uk or email info@diversity-mark-ni.co.uk

Prestige Insurance Holdings awarded Bronze Diversity Mark Accreditation for championing gender diversity

Huge congratulations to Diversity Mark signatory Prestige Insurance Holdings, a Group of insurance businesses delivering specialist products and services in Broking, Underwriting and Insurtech – on being awarded the Bronze Diversity Mark Accreditation for their commitment to championing gender diversity and inclusion.

The Diversity Mark is awarded to companies following an independent assessment process which ensures they have reached the required standard of commitment to advancing diversity and inclusion.  It is a ‘Mark of Progress’ that publicly declares that a company is committed to building a more diverse and inclusive workplace to benefit all employees.

The award has been granted to all businesses within the Group including AbbeyAutolinePrestige Underwriting Services, Prestige Underwriting Services (Ireland), Covernet, Stroll, Customer Claims Assist Limited, Octane Underwriting Services and Reliable Vehicle Solutions.

Trevor Shaw, Group CEO shared his pride in all the businesses for the key role they have played in helping the Group receive the Bronze Diversity Mark.

At Prestige Insurance Holdings we have always been fully committed to achieving gender diversity and inclusion in our workplace and we are delighted as a Group of businesses to achieve this recognition. 

“As well as gender diversity, we also aspire to enhance diversity and inclusion in other areas of organisational policy and practice including disability, race and ethnicity, LGBTQ+, age diversity and social mobility, so we regard this Bronze Diversity Mark as a first step on our journey.

“Throughout all businesses within the Group we are proud to have both male and female professionals in senior positions, playing a key role in the growth of each respective company and the Group as a whole.  Developing and maintaining a diverse workforce is championed at all levels throughout Prestige Insurance Holdings.

“Our Values define what Prestige Insurance Holdings believes in and how, as a core part of our strategic foundation, our people strive to deliver. Our pledge to “Respect and Integrity” highlights our commitment to treating people with kindness, dignity and professionalism, building trust through responsible actions and honest relationships.  

“Achieving the Bronze Accreditation reaffirms this ethos and we look forward to working together as a Group of businesses to achieve more in the future, including development of a Group-wide Equality, Diversity and Inclusion Strategy and Policy.”

The Diversity Mark accreditation process and application framework enables organisations to identify and take action on any institutional barriers facing minorities and underrepresented groups that can impact on their career progression. 

The Diversity Mark Assessment Panel provide expert annual independent feedback to assist organisations in building workplace environments in which all individuals feel valued, are treated fairly and respectfully and have equal access to opportunities.

Christine White, Head of Business at Diversity Mark added: 

“We are delighted to recognise Prestige Insurance Holdings Limited by awarding them the Bronze Diversity Mark Accreditation. Our independent assessment panel welcomed their well-constructed and carefully thought through submission showing an interconnectedness between each of their targets representing a high level of ambition to enhance gender diversity across the group. We congratulate everyone at Prestige on this achievement and we look forward to working with them as they develop their diversity initiatives over the coming years.”

If you have not yet joined Diversity Mark on your company’s Diversity and Inclusion journey please reach out to emma@diversity-mark-ni.co.uk to discuss the benefits and process.

You can CLICK HERE to join Diversity Mark and work towards achieving the Diversity Mark accreditation.