Why is Gender Important?

As part of our series of Industry Peer Events, Diversity Mark were delighted to host Gillian Harford, Country executive at the 30% club. We talked about the Importance of Gender Equality and why we need to keep it at the forefront of our work in diversity and inclusion in the workplace.

We support this focus as part of the Bronze Diversity Mark Accreditation with the requirement of the first three goals to focus on gender and these continue to be assessed through the Silver stage, where we require 5 goals and then Gold stage where we require 7 goals.

  • Over 50% of the population are female so straight away it breaks the bias that we are part of a majority gender and therefore gender is a majority issue.

The data tells us that if gender is a key priority and there are measurable actions put in place from the get-go, minority voices and other under represented groups are amplified. It also tells us employees will be more willing and open to listening and understanding different cultures and behaviors within the workplace. 

There is still a huge amount of work to do to achieve gender equality and according to the World Economic Forum, the time it will take to close the gender gap has grown by a massive 36 years in just 12 months. This means it will now take an estimated 135.6 years for men and women to reach parity.

  • Deloitte – less than 20% of board positions are held by females (2021)

Gillian is a strong advocate for advancing the role of Women at Senior Leadership and Board levels and the Country Executive (CEO) for the 30% Club in Ireland and shared her experiences as a highly qualified Senior HR & Change expert with more than 40 years’ experience leading people transformation and business change to more than 10,000 employees. Gillian highlighted some key facts during our fireside hosted by Nuala Murphy and contributed by our attendees:

  • What % of females within your organisation have influence and hold decision making roles?
  • The key challenge in Gender Pay Gap reporting is that it is perceived as a equal pay issue but it is actually an unequal representation issue.
  • There is no one action or magic wand, think about what is right for your organisation. Think about tactically and analysis data.
  • There are multiple different groups and organisations working on multiple solutions and we need to all come together to effectively make change moving forward.

Recommended Resources:

https://30percentclub.org/chapters/ireland

https://stemteacherinternships.ie/ For a video click here

Full Session available from our YouTube channel by clicking here

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.

Hybrid working – getting it right for your people, your business and your customers

Last week Diversity Mark partnered with Bidvest Noonan, one of Northern Ireland’s largest private employers, to host a series of round table talks about how modern work practices are impacting diversity in the workplace.

The first event in this series, hosted at Invest Northern Ireland’s headquarters, brought together senior leaders from some of the most important employers, agencies and authorities. The group discussed hybrid working and its effect on workplace diversity, sharing their expertise and perspectives to help chart a way forward. 

The sudden rise of hybrid working has been welcomed by some; however, others question its longer-term impact on our workplaces and industries. This change in working practice may create both winners and losers.

Paul Murnaghan, Head of BT in Northern Ireland and President of Northern Ireland’s Chamber of Commerce shared his perspective that hybrid working practices can be a powerful way to attract, support, and retain great talent from all backgrounds. A recent report by the CIPD bears out this view. The report found that 54% of employees expect to spend all or most of their work week in the workplace once the pandemic has passed; However, when asked about their preferences, 39% said they would like to work from home all or most of the time.

Hybrid working can exacerbate inequities, and some commentators fear that it could lead to the unpicking of hard-won gains for traditionally underrepresented groups. Research by Mckinsey found that underrepresented groups, such as people with disabilities and LGBTQ+ community members, favour hybrid working most.

There are concerns that hybrid workers, being distant from the office, will be less visible than in-workplace employees, making them less likely to be considered for promotion and reducing their impact in the business world.

These round table discussions aim to unearth issues and challenges posed by current working practices and seek to use the experiences of participating organisations to develop solutions and best practices. A number of significant themes emerged during the discussions at this first event.

Consult with your people

For Director of Employment Relations Services at the Labour Relations Agency, Mark McAllister consultation with employees is key to the success of any new working practices. “When the civil services 24,000 employees were asked about how they wanted to work going forward, 98% of staff said they didn’t want to come back to the same way of working as before,” says Head of NI Civil Service, Jayne Brady. “Working with staff and the unions was key to create a ground up formula that made sense for the departments implementing them.”

Be decisive and accountable

As Chief People Officer for Bidvest Noonan, a market leader for facilities services, Janice Brannigan takes responsibility for delivering a positive work experience for the company’s 27,000 employees. Janice said “The decisions we take in this post-pandemic environment, must provide for the needs of our people and the needs of our business whilst also ensuring that we are encouraging and supporting diversity.”

Danske Bank Employment Lawyer Jenny Moore shared a best practice example from IBM. At the start of the pandemic CEO, Arvind Krishna shared the company’s Work from Home Pledge on LinkedIn, outlining a set of remote working practices to follow.

As its colleagues return to the workplace, it has now created a playbook that sets out its timeframes and principles clearly to employees. “As leaders we don’t just need to talk, we need to advocate, and hold ourselves to account too. A working charter is a good way to do that,” she adds.

Communicate your reasoning, recognise the benefits

“Communication can enable or derail any transformation,” says Invest NI’s Executive Director of People and Culture, Denise Black. “We wanted to be clear in answering the key employee question ‘Why do I need to return to the office?’ And for us, that comes down to four Cs. Connection – because we’re social animals. Collaboration – including those collision collaborations that can be so productive and are lost at home. Creation – the energy and body language of a team working in person is hard to match on screen. And Care, which is a big one for me.

There is a mental health aspect that we need to recognise,’ Denise says. “I’ve worked in this role for two years and I’ve just met two of my team face to face in the past three weeks. A scheduled 30-minute check in is a great tool, but getting to know quieter staff or just grabbing a coffee is something you can’t get on screen,” she adds.

Trust your people

While recognising the need to provide a framework for hybrid working, Denise also urges leaders to be brave and to recognise their relationship with employers as an adult-to-adult one based on personal accountability and trust.

For Bidvest Noonan’s CEO, Declan Doyle ensuring his colleagues had access to the resources they needed and felt well supported has been a top priority; “We have colleagues living and working all across the UK and Ireland. Many found working from home to be a challenge. Some wanted access to our offices because their homes were too busy or didn’t have good broadband connections. We have made sure that our network of offices are available to those people and we have seen these offices get busier and busier in recent weeks,’ he says.

For Head of International & SME Development at NI Chamber of Commerce, Tanya Anderson, creating that culture of acceptance and trust is key. ‘Our system knows who is in the office and who is out, but we trust our departments to run their own diaries, they know their workloads and they manage it,’ she adds.

Consider your business needs

However, Tanya also recognised that organisations need ‘to keep their business hats on. For many, especially small businesses or those looking to grow internationally, having people in the office is important,” she says.

“The model we work to needs to fit the work that needs to be done and to ensure that there isn’t a dilution of service for customers and the people we serve,” Jayne Brady adds.

Challenge your technologies

Before the pandemic, few around the table would have considered that a project could go from idea to completion via work on Microsoft Teams, and it was clear that technology had a key part to play in enabling successful hybrid working.

For Jayne the civil service establishing the 11 Connect2 hubs throughout NI can be a game changer for those who due to caring roles could not commit to daily commutes to departmental HQs. “Having spoken to individuals they have indicated that this was a factor in self selecting themselves out of promotion opportunities. The Connect2 hubs can be a catalyst for innovative and inclusive new ways of working and ultimately delivering a more diverse and regionally balanced workforce.”

Consider wider options

Jenny Moore and Ian Campbell, Translink Director of Service Operations, were also keen to recognise key workers who didn’t have hybrid working as an option. Some 70% of Translink staff worked throughout the pandemic.

Jenny says “NI plc needs to work hard to ensure that it looks at flexibility in its broadest sense. Businesses choose how to define ‘flexibility’ and therefore should be flexible about what flexibility looks like for all with reduced hours, asynchronous schedules, job sharing and compressed work weeks on the table too.”

This roundtable is the first of our quarterly series facilitated by Lisa Strutt, Leadership Coach & Guide and Harvard affiliated and content produced by Alison McClintock. Attended by Jenny MooreIan Campbell, Mark McAllister, Janice BranniganJayne BradyDenise BlackPaul MurnaghanDeclan Doyle.

The Diversity Mark accreditation is awarded to companies following an assessment process which ensures they have reached the required standard of commitment to advancing Diversity and Inclusion. For Companies from all sectors the Diversity Mark is a ‘Mark of Progress’ that publicly declares commitment to building more diverse and inclusive workplaces to benefit all employees.

Find out more here.

Unite Against Hate and Diversity Mark: “Conflict without Combat” Workshop

Thank you to everyone who recently joined our “Conflict without Combat” workshop in partnership with Unite Against Hate.

The session was hosted by Dorcas Crawford, former Senior Partner Edwards & Co. Solicitors, founder of The Better Way, Mediator, Facilitator and Public Speaker provided practical resources and valuable insights to those at all stages of their Diversity and Inclusion journey.  

Throughout the workshop Dorcas reiterated that communication is key.

“Listen, Listen, Listen”

Attendees got to take part in breakout rooms were they had the opportunity to practice some of the techniques that Dorcas had showcased with open conversations.

Key Skills and Takeaways summarised in below slides and resources:

Great resources below that highlights how you can disagree with people respectfully. It recognises that we are not all going to agree with each other, because let’s face it, “people are different”. However, we do have a choice as to how we treat people when we do disagree with them: respectfully.

“Conflict is inevitable, combat is optional” Max Lucado

“I will listen to you, and when I disagree with you, I will listen harder” Barack Obama

Free online workshop/courses can be found at: https://workshops.uniteagainsthate.org.uk/ 

The online workshops are user-led courses that can be completed at your own pace, and cover the topics of overcoming bias, building braver communities and communicating in a healthy, combat-free manner. They’re also completely free!

Thank you to Dorcas, Nuala, the Unite Against Hate Team and the Centre for Democracy and Peace Building for making the session possible.

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.

Carson McDowell awarded Bronze Diversity Mark Accreditation

Diversity Mark are delighted to announce that Carson McDowell, Northern Ireland’s largest independent law firm, has been awarded the Bronze Diversity Charter Mark in recognition of their ongoing commitment to diversity and inclusion within the workplace.

Pictured (left to right): Marie McKeown, HR Manager, Nuala Murphy, Interim Head of Business at Diversity Mark and Neasa Quigley, Senior Partner, Carson McDowell.

The Diversity Charter Mark is awarded to companies following an independent panel assessment. It is a ‘mark of progress’ that publicly declares a company has reached the required standard of commitment to advancing diversity and inclusion to benefit all employees.

Carson McDowell is committed to creating an inclusive environment, accepting of every individual’s differences, enabling all employees to achieve their full potential, and as a result, allowing the business to reach its fullest potential. By valuing each person’s differences they allow everyone to contribute their unique experiences, which can have an extremely positive impact on work, other employees, motivation, productivity and client experience.

Marie McKeown, Human Resources Manager at Carson McDowell commented, “We are dedicated to creating a diverse and inclusive workplace for our people. We encourage teamwork, mutual support and respect and we want all our people to enjoy the work they do and the place they do it. Achieving this accolade is an important milestone in our journey and testament to our commitment in building and sustaining a positive working environment for our current and future employees.”

The Bronze Diversity Mark is awarded to organisations who show commitment to addressing gender diversity at all levels in their organisation. To achieve this award Carson McDowell has set three gender diversity targets to promote female representation and build a positive inclusive culture.

Neasa Quigley, Senior Partner at Carson McDowell added, “Receiving the bronze accreditation is excellent recognition of our significant investment in progressing our overall diversity agenda, ensuring that both our policies and practices match our commitment to equality and inclusion.

I am delighted to have been actively involved in all key diversity and inclusion initiatives already launched by Carson McDowell and I look forward to working with Diversity Mark and our internal team on our continued diversity and inclusion drive.”

Congratulating Carson McDowell on their bronze accreditation, Nuala Murphy from Diversity Mark, concluded:

“We are thrilled that Carson McDowell has been awarded the Bronze Diversity Mark Accreditation for their commitment to advancing Diversity in the workplace. Awarded by our Independent Assessment Panel who congratulated them on an excellent application. Huge congratulations to all the team at Carson McDowell on this impressive achievement, we look forward to continuing your journey.”

Huge congratulations to all the team at Carson McDowell 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.

Diversity Mark and Boardroom Apprentice Industry Peer Event

Diversity Mark recently hosted an Industry Peer Event in collaboration with Boardroom Apprentice. Within the one-hour session we heard from founder Eileen Mullan and thrilled to have been joined by the following Boardroom Apprentice participants Jo McGinley, David Johnston and Adriana Morvaiova who shared their own journeys.

The event was finished up with our Interim Head of Business Nuala Murphy hosting an insightful Q&A Session including questions from attendees on the call.

Boardroom Apprentice is all about delivering diversity, creating change and achieving aspirations, allowing those without board experience, to gain experience and enhancing their knowledge and understanding through in depth learning and support. You can find out more information on this years cohort by clicking through to their website.

Eileen Mullan is Founder of Boardroom Apprentice, enabling and empowering the next generation of decision makers. She is a powerhouse in advocating for diversity and a champion for change. Eileen is a trusted expert in governance and has transformed organisations across the public, voluntary and private sectors. She is a highly accomplished trainer and award-winning Chair and as a trusted Board advisor, Eileen enables Boards alongside their Executive Teams to have the conversations they need to have. Eileen is a frequent contributor to conferences and events along with delivering a TEDx talk “make time for what matters to you”. She holds an MSc in Management and Corporate Governance, an IOD Diploma in Company Direction and is a trained Mediator.

Jo McGinley has extensive experience in change management, coaching, PR, communications and stakeholder engagement. She has led large scale transformational change programmes in the private and public sector and, more recently, has experience working with senior leadership teams to help them design, deliver and implement their strategic business plans.

Adriana Morvaiova was born in Slovakia, raised in a multilingual family with Hungarian roots. Adriana relocated to Northern Ireland in 2006 where she joined Sensata Technologies. Her role in team development supports high performing teams in form of coaching, organizing training and events, building a hybrid working model post pandemic and encouraging innovation through strengthening DE&I. She delivered a TED talk addressing accent bias and misconceptions around linguistic diversity.

David Johnston was born to a Jamaican father and Northern Irish mother, David is married with three teenage children. Prior to retiring in 2021, he had been a Human Resources practitioner for over 25 years, having worked in several high-profile, complex, and dynamic public service organisations. Is hosted by the Community Relations Council, whose functions focus on enhancing diversity and including across the communities in Northern Ireland. In 2021 he received the CIPD NI HR award for outstanding contribution in the field of people development in Northern Ireland.

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 – Fourth in Series of Industry Events

We recently hosted our fourth in the series of industry events: Building a truly diverse and inclusive workplace ‘Breaking Down the Barriers’ with Allstate NI.

Diversity Mark has seen great growth in the technology and professional services sector so for this event we brought together some visionary leaders to share their journeys and insights with our community of existing and future signatories.

The focus and importance of data was a consistent them when getting started and measuring success. We discussed recruitment and retention, culture and belonging and the importance of a framework and structure when embarking upon a mark of progress.

Nuala Murphy our Interim Head of Business kicked off the event by welcoming John Healy Managing Director of Allstate NI who spoke regarding the importance of Diversity, Equity, and Inclusion.

“The reason we are involved with Diversity Mark is simple, because it is part of our shared purpose, our values and it feeds directly into employee engagement and satisfaction, and it drives the performance of our business.” John Healy

Nuala jumped right into the panel Q&A starting with Allstate’s Lesley Miller asking her about her inspiration; motivation and determination to lead in this space. Lesley shared how, coming from a big family of boys and girls there were no stereotypes established in her home with great parental support she always felt she could do and be anything.

Key take-aways of the event included:

  • Intersectionality: “Through an awareness of intersectionality, we can better acknowledge and ground the differences among us.”

  • Data: Its role and importance.

  • 3 R’s – Representation in building a culture from the first interaction with your company from recruitment and how building a culture where everyone can bring their full selves to work enables retention.

Core theme through all above was the importance of communication, being clear and creating the right place and time to share goals and intention. Own your timing to deliver maximum impact.

Jonathan Patel of Aspiring Solicitors joined us to explain who they are and the barriers they are breaking down within social mobility and the law sector, after recently partnering with Silver Accredited A&L Goodbody.

Julianne Miles CEO and Co-Founder of Women Returners spoke on the opportunities they can provide to both employees and employers and how deliberate we have to be in acknowledging bias in order to see successful outcomes.

“We know it’s not just one thing that is needed, its systemic change and challenge across society and the economy at large. But we can all start somewhere and do what we can with what we have.” Nuala Murphy

Lesley Miller Senior Manager at Allstate NI “You cannot improve what you do not measure.”

David Mulholland CEO at Bar NI “Challenging ourselves to see what we can do and not what we cant do.”

Jill Michael Talent Manager at A&L Goodbody “Talent is everywhere but opportunity is not”

Kerri Bradley HR Director at Cleaver Fulton Rankin “It is all about timing and communication”

Honey-Bell Oke Diversity and Inclusion Lead at Version 1 “Creating awareness, providing training and empowering employees”

Event panelists

Thank you to everyone that attended the session. The event was recorded and can be sent upon request to our Diversity Mark community by emailing info@diversity-mark-ni.co.uk.

Keep your eyes peeled for the details of our upcoming 2022 events.

If you have not yet joined Diversity Mark on your company’s Diversity and Inclusion journey please reach out to info@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.

Queen’s University celebrates Silver Diversity Mark Accreditation

Queen’s University Belfast is celebrating having been awarded the Silver Diversity Mark recognising its commitment to advancing diversity and inclusion in the workplace.

Pictured with the Silver award are (l-r): Professor Karen McCloskey, Director of Queen’s Gender Initiative, Conor Curran, Head of Diversity and Inclusion, Queen’s University Belfast, Joanne Clague, Registrar and Chief Operating Officer of Queen’s University Belfast, Nuala Murphy, Interim Head of Business, Diversity Mark, Alistair Finlay, Interim Director of Human Resources, Queen’s University Belfast and Professor Margaret Topping Pro-Vice-Chancellor for Internationalisation, Queen’s University Belfast

The Silver Diversity Mark Accreditation highlights the University’s progress in advancing gender, race and disability equality and its ambitious plans in this space.  

Speaking about the award, Queen’s Vice-Chancellor Professor Ian Greer said:

“We are committed to ensuring that Queen’s University is a welcoming and inclusive place for our staff, students and visitors. We are extremely proud of the diversity of our staff, students and community and of the work that continues to be done by them to embed equality, diversity and inclusivity at our University.

Our 2030 Strategy places significant emphasis on the importance of equality, diversity and inclusion. It resonates with our students, our staff and our focus on internationalisation, positive culture change and sustainability. This award will also ensure that we continue to hold ourselves to a high standard of achievement in this important area and continue to attract the students and staff from around the world to study, research, work and live in Belfast.”

Queen’s is one of only ten organisations to achieve the Silver Diversity Mark sharing a platform with others such as Belfast City Council, Danske Bank, FinTru and Liberty IT.

Professor Karen McCloskey, Director of Queen’s Gender Initiative said:

“The Silver Accreditation reflects significant progress since the University was awarded Bronze almost three years ago. This award not only reflects the progress made at Queen’s on gender, race, and disability equality, but also recognises our ambitious plans to do more in these spaces. To maintain the Silver Diversity Mark, Queen’s will report annually on the initiatives we are delivering to drive forward further progress and meet agreed targets.”

Conor Curran, Head of Diversity and Inclusion said:

“We are delighted to be one of only 10 employers in Northern Ireland to have achieved Silver Award status now.

It reflects the significant progress which has been made since we were awarded Bronze almost three years ago, and the important work by carried out by many colleagues on campus, in various faculties, schools and directorates. It also gives us added determination to push on and address many other equality and diversity issues over the next few years.”

Interim Head of Business, Diversity Mark, Nuala Murphy, said:

“We are delighted that Queen’s University Belfast 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 noted their submission included many considerable strengths and evidenced an ambition in the organisation to strive for further excellence in diversity and inclusion. We look forward to them continuing their progressive and innovative initiatives moving forward.”

Huge congratulations to all the team at Queens University Belfast 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.

Qarik Awarded Bronze Diversity Mark Accreditation

We are delighted to announce that Qarik have been awarded 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.

Claire McIntyre, Chief Operating Officer at Qarik Group commented:

“Being awarded the Bronze Diversity Mark is a demonstration of Qarik’s commitment to ensure an inclusive and diverse workplace for current and future employees. Qarik is a family-focused company that believes that no one should be at a disadvantage professionally, financially, or socially. Qarik continues to invest in its future and continuing support for equality and inclusivity policies and practices to be upheld throughout the company.

We are proud to be recognised for our efforts to date and will continue to build as we see diversity, equality and inclusion essential for business.”

Nuala Murphy, Interim Head of Business at Diversity Mark said:

“We are thrilled that Qarik has been awarded the Bronze Diversity Mark Accreditation for their commitment to advancing Diversity in the workplace. Awarded by our Independent Assessment Panel who endorsed and welcomed the commitments made within their submission.

We congratulate everyone at Qarik on this achievement and we look forward to working with them as they develop their diversity initiatives over the coming years.”

Huge congratulations to all the team a Qarik 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.

Diversity Mark Third in Series of Industry Events

Diversity Mark hosted third in the series of Industry Events ‘In conversation with TLT’

TLT shared ideas and their journey towards gender inclusion to-date, as well as some of the firm’s practices and initiatives designed to promote gender equity.

Emma Lyttle, Engagement Manager welcomed all attendees to the event and we heard from TLT leaders who are making change happen. Location Lead for Belfast, Partner and active member of the gender inclusion network, Katharine Kimber, plus Partner and Women’s Equality Network Co-Lead, Siobhan Fitzgerald. TLT’s Chief People Officer, Helen Hodgkinson who spoke alongside Katharine and Siobhan sharing the firm’s work in promoting inclusivity.

TLT openly shared the below key areas:

  • Diversity Mark journey so far
  • Spotlighted their work in reproductive health
  • Flexible and part time working
  • The employee lifecycle
  • The journey to 30% and beyond
  • TLT World
  • Their vision for the future of gender inclusion in TLT.

It finished with our Interim Head of Business Nuala Murphy hosting a quick-fire Q&A session.

Thank you to everyone that attended the session. Keep your eyes peeled for our upcoming announcement of our next event.

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.

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.