Head of Inclusion and Wellbeing

7 days ago

London, United Kingdom ISG plc Full time

**Business Unit**: Enabling Functions

**Office Location**: London

**Division**: HR

Role purpose

ISG is committed to creating an environment in which everyone can come to work, be themselves and feel valued for the contribution that they make. Our Reaching for Balance strategy which is founded on four key pillars - to ensure diversity at all levels in the organisation, to recruit and retain a balanced workforce and remove all barriers to success - is fundamental to us achieving our corporate goal of delivering the best employee experience. However, we recognise that we have work to do to make ISG a truly inclusive organisation.

This newly created position will be key to enabling us to achieve our ambitions as we strive to be recognised as a three star business as measured by the B-heard employee engagement survey. You will be instrumental in influencing and shaping actions that will enhance our diversity, equality and employee engagement. Inclusion goes beyond the basic legislative and compliance requirements; it's about creating an environment where difference is embraced, and individuals can flourish.

Key accountabilities

Own our reaching for balance strategy and undertake a workplace assessment to establish the roadmap for us to achieve our all 4 by 24 ambitions.
Research and advise on diversity and inclusion issues in order that we deliver on our ambitions, acting as an ambassador for ISG, determining where we should be involved and what external partners we should be actively engaged with.
Become a visible and inspiring educator and champion, communicating regularly to the company on all things related to diversity, inclusion and wellbeing.
Facilitate / be part of wider groups across the business where appropriate to enable / drive our wider inclusion priorities
Identify opportunities to celebrate and raise awareness of inclusion across the business.
Work with our Social Value team to establish opportunities to deliver value to our clients and the communities in which we work and provide thought leadership to our supply chain partners as appropriate.
Identify external trends and best practice which can be leveraged, which will make ISG a more inclusive organisation.
Partner with our Talent Development Director to ensure that our employee value proposition reflects our ambitions and that any necessary improvements and/or development/education is in place for our people.
Build an action plan so that we accelerate improvements in our gender pay position in the UK.
Review our people policies and practices to ensure that there are no barriers to joining ISG and they are all inclusive.
Track and report on relevant metrics both internally and externally to ensure we are making clear progress and implementing solutions when things aren't progressing.
Drive our wellbeing strategy which includes developing our occupational health approach to improve our employee wellbeing scores, as measured in our Engagement survey.
Manage a small team who are responsible for our Employee Engagement survey and shaping our wellbeing offering

Skills & experience

Experience in developing, delivering, and embedding initiatives that enhance organisational inclusion and wellbeing.
Experience of building effective external partnerships/networks, to build knowledge and keep ahead of best practice in this continually evolving field.
Strong influencer, relationship builder, communicator, and credible opinion former.
Real passion for what they do and comfortable with challenging others to drive change.
Commercially astute and able to deliver compelling business arguments

**Qualifications**:
Passion and experience in this field is paramount - so all qualifications will be considered

Our workplace strategy ‘Work for You’ includes flexible working practices such as hybrid working where employees can split their working time between work and home. We also recognise that some roles lend themselves to flexible options more than others, so if this is important to you please discuss this with your recruiter, during the hiring process.

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