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Explore LHi-IN
What is LHi-IN?
Our promise to our people to strive for more
Our Diversity, Inclusion and Belonging strategy is at the core of everything we do, we promote a positive and inclusive work environment where diverse opinions and perspectives are valued.At LHi Group we are committed to ensuring that our people work in a business that is built on a foundation of respect and inclusion. Diverse teams are inherently more creative and innovative. Diverse teams generate better ideas and are able to challenge the status quo; drawing on a wide range of individual experiences to offer holistic solutions; both internally and to our external clients, candidates and partners.In bringing together our people from across the globe and supporting diversity initiatives, we future-proof the business by better attraction and retention, we are able to respond effectively to our customers whilst raising productivity and delivering sustainable growth.LHi-IN provides us with a platform to improve diversity and inclusion for all of us. By acknowledging our differences, we can create an environment where people are treated fairly, not just equally, and where people feel valued for their diversity of thought or background that they bring.Inclusion is a core value of the Group business. Being a part of LHi Group means that you adopt a supportive approach to everyone in the business, committing to drive each other forward, celebrating each other’s success and stand up for each other at the first sign of any bullying, intimidation or ostracizing.We vow that in every one of our Group offices to adopt a zero-tolerance approach to any behaviours deemed non-inclusive. The Leadership Team have agreed to uphold the values represented by the LHi-IN philosophy. By swearing ‘I’m IN’, they have committed to support and promote all the diversity initiatives, networks, groups and programmes presented throughout LHi-IN.#ImIN
Women's Inclusive Network (WIN)
In 2016, we identified a gender imbalance within our workforce and a definitive lack of females at the Board level. To help support the hiring and retention strategy, to bring on more females and keep them within our business, we created the W.I.N initiative (Women's Inclusive Network) to focus on the support of females across the business. Our vision is to foster a strong female leadership pipeline by supporting those who aspire to take on senior roles at LHi alongside those who choose a specialist path.The full Board at LHi are committed to creating a balanced group, and importantly, a leadership team. We have been on a journey since 2016 when we first identified the need for a more balanced business and since then, we have changed the way we view CVs and resumes, interview candidates, advertise our roles and have taken positive steps to ensure our culture and offices are more inclusive workplaces.In 2021, Kimberley Pasteau was promoted to Director – Head of Marketing, joining Management Board to help drive the direction of the business. In the same year, Lizzie Kennedy was promoted to Director – Head of SciPro NYC.In 2022, Anne-Marie Butts was appointed as Chief People Officer (CPO) and sits with CEO Jim Denning, CFO Ed Parkes and CCO Mike Bott in the C-Suite of executives.Women now account for 41.5% of our LHi M1+ leaders and in 2022 we have hired 120% more women into the Group further strengthening our future female talent pools.This initiative will also involve the Female Mentorship Program, allowing aspiring female managers to seek advice and guidance from those who came before them, whilst encouraging our existing female leaders to improve the LHi experience for their Younger You’s.Everyone is welcome to get involved in any events and discussions relating to the W.I.N initiative. This is not a female-only network and is open to anyone at LHi who feels passionately about creating a gender-inclusive workplace and has ideas for helping to support and develop our female LHi’ers into our future leaders.
Articles
WIN - Women's Inclusive Network
Economic Gains from Gender Inclusion: Even Greater than You Thought
Despite some progress, the gaps in labor force participation between men and women remain large. To take just one example, no advanced or middle-income economy has reduced the gender gap below 7 percentage points.
How to Support Women in the Workplace
Women play an integral role in the success of every workplace, and it should be a top priority to support them. Unfortunately, gender biases, glass ceilings, and the motherhood penalty often hinder women’s progress, affecting their performance and contributions. To overcome these challenges, organizations must implement resources and strategies that support women in the workplace. This article explores the significance of supporting women at work and offers ten effective strategies to achieve this goal.
Inclusivity: A Case For Women
“We need women at all levels, includ- ing the top, to change the dynamic, reshape the conversation, to make sure women’s voices are heard and heeded, not overlooked and ignored.” This well-known and unimpeachable quotation above is the thought of Sheryl Sandberg, the famous American technology executive, writer and philanthropist. Sandberg is also on Forbes billionaires’ list, and she is a very good example of an empowered woman who knows what she wants, where she is headed and what she deserves.
