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Diversity & Inclusion .

Creating an inclusive culture where everyone feels valued and respected.

Diversity & Inclusion

Diversity & Inclusion at BakerHicks

At BakerHicks, it’s important that we create an environment where everyone feels they belong. As a business, we’re fortunate to work with a diverse team of people from a wide range of backgrounds and experiences. And as individuals, we should expect respectful and positive behaviours that encourage us all to thrive.

Focusing on gender equality, LGBTQ+ and BAME matters, to ensure we’re always listening and always learning, we’ve pulled together a team of people to help steer our strategies for diversity and inclusiveness. 

By asking our people about what matters to them, sharing our journeys, suggesting changes to improve the employee experience and being open about what’s working and what isn’t, we’re working to create a culture where everyone can feel valued, contribute and grow. This is an exciting journey for us all.

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BakerHicks understands that through a truly diverse workforce – one in which people are actively encouraged and empowered to share their views – comes a wealth of ideas, experience and different perspectives. From that comes innovation which ultimately feeds into the success of the organisation and its people.

Lizzie King Head of Legal

Diversity & Inclusion Principles .

  • — 01 Learning from each other’s culture.

  • — 02 Encouraging inclusive thinking and promoting inclusive behaviours.

  • — 03 Creating an environment where every individual can be their true self.

Our initiatives .

01

Training & Education

Training & Education

Committed to creating a truly inclusive workplace, we’re an Inclusive Employers member to help us along the way. We’ve also sourced a range of D&I-specific training options including LinkedIn Learning packages, specialist workshops and recruitment training for managers.

02

Promotion

Promotion

Encouraging an ongoing dialogue, we’ve launched our D&I groups, BakerHicks Belonging and BakerHicks Engagement. We make a point of celebrating and promoting our diversity through a number of initiatives including staff interviews and a podcast series to increase D&I awareness and keep the conversations going. We’ve also developed a calendar of culture with socially inclusive events planned across the year.

03

Policy

Policy

We’ve completed a pragmatic review of how we can all work flexibly in the future. We’ve listened to our staff and have made positive, industry-leading changes to our maternity, paternity and adoption leave policies, making it easier for our people to balance work with family life, when they need it.

04

Reporting

Reporting

We’re committed to creating a fair and positive environment for our teams. Should something go wrong, we want to ensure that every individual has the opportunity to voice their concerns. We have support lines in place and an intervention digital platform to simplify routes to reporting issues.

05

Recruitment & Career Progression

Recruitment & Career Progression

We’re open to exploring part time and job share options for roles across our teams. We’ve established meaningful links with industry influencers as well as LGBTQ+ friendly recruitment websites and we’ve also revisited our career pathways, with the goal of diversifying the company at all levels.

Our initiatives .

01

Training & Education

Training & Education

Committed to creating a truly inclusive workplace, we’re an Inclusive Employers member to help us along the way. We’ve also sourced a range of D&I-specific training options including LinkedIn Learning packages, specialist workshops and recruitment training for managers.

02

Promotion

Promotion

Encouraging an ongoing dialogue, we’ve launched our D&I groups, BakerHicks Belonging and BakerHicks Engagement. We make a point of celebrating and promoting our diversity through a number of initiatives including staff interviews and a podcast series to increase D&I awareness and keep the conversations going. We’ve also developed a calendar of culture with socially inclusive events planned across the year.

03

Policy

Policy

We’ve completed a pragmatic review of how we can all work flexibly in the future. We’ve listened to our staff and have made positive, industry-leading changes to our maternity, paternity and adoption leave policies, making it easier for our people to balance work with family life, when they need it.

04

Reporting

Reporting

We’re committed to creating a fair and positive environment for our teams. Should something go wrong, we want to ensure that every individual has the opportunity to voice their concerns. We have support lines in place and an intervention digital platform to simplify routes to reporting issues.

05

Recruitment & Career Progression

Recruitment & Career Progression

We’re open to exploring part time and job share options for roles across our teams. We’ve established meaningful links with industry influencers as well as LGBTQ+ friendly recruitment websites and we’ve also revisited our career pathways, with the goal of diversifying the company at all levels.

  • 8.0

    Average Happiness and Engagement scores (out of ten) from recent staff surveys.

  • 40

    Nationalities working at BakerHicks, across six countries.

  • 50%

    Of new recruits we hired in the last year were female.

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Activities have already started to change behaviours and the way we think and work. With this commitment, combined with a culture in which we’re all encouraged to talk and to listen, we’ve built a strong foundation for positive and lasting change.

Laura James Head of Scotland
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