Five Steps to Supercharge Your HR Capability

Our strategic blueprint for enhancing your organisation's human resources prowess and potential.

Investment

43% of those we surveyed* were not investing in their HR capability – and that means they’re missing out on crucial knowledge and skills; the right intentions and hard work just aren’t sufficient on their own.

It’s vital to invest in HR capability around DEI, so we’d suggest prioritising topics like DEI foundational knowledge, practical application of inclusive practice across the employee lifecycle, inclusive behaviours, inclusive approaches to HR delivery and influencing change in the wider organisation. (And yes, we can help with all of these!)

Passion

Many HR professionals are naturally passionate about DEI but lack the confidence to make impactful change. Our solution? Coaching opportunities, whether individually or in groups. Coaching gives professionals the space to explore their individual challenges, growing both their skills and confidence as a result.

Data

DEI data monitoring should be number one on your HR team’s agenda and treated as a business imperative, particularly if your organisations is at the beginning of your DEI journey.

Collecting this data not only helps identify – and solve - immediate risk points of adverse impact to create a more inclusive and diverse workplace, but also keeps you accountable as you track your progress.

Non-inclusive behaviour

A consistent, solid approach to non-inclusive behaviours is an incredibly powerful tool for HR teams. Equipped with this, they can appropriately address unwanted behaviours in the workplace and ensure that all employees understand legal and organisational expectations. Leaders and managers can also role model the desired behaviours that create a psychologically safe, inclusive culture.

This is often the most valued element of the programmes we deliver - there's still time to book your place at an open session on 21st June on this exact topic.

Think outside the box

The 9-box grid can be a useful tool to manage employees with different levels of performance and potential in your organisation, but it’s not perfect. As Jenny Hinde says, “anything that places employees in a box is unlikely to be inclusive.” Instead, try measuring performance using as many objective data points as possible and consider your measures of potential carefully to avoid bias creeping in.

Evidence-based decision making underlines everything we do at the Clear Company and it’s no exception here; make sure your process is based on evidence, not opinions.

For further information on any of the solutions mentioned, or for a no-obligation conversation with our expert consultants about your HR capability, contact enquiries@theclearcompany.co.uk

*Survey conducted during a forum on HR Capability, hosted by the Clear Company.