Recent client projects

 
 

THE CRESCENT

Area of work: culture and workforce

The Brief: review the recruitment process and provide recommendations to make it more inclusive

Outcome:

“Thank you for your insights on The Crescent’s recruitment process. The renewed process is in use, and has achieved great results – we appointed a (fantastic) Customer Services Manager.

They joined us from extensive experience of the commercial sector, and the confidence in making what was quite a major shift, came in part from the experience of the recruitment process, which they said felt genuine, open and balanced, and lived out what we said on paper about being values-driven and interested in people.

They were stunned that we didn’t ask for previous salary details or school related experience or qualifications. They have since recruited part-time colleagues in customer services, and we brought in such a diverse range of applicants.

While we won’t stop the learning and reflection, your insight definitely also increased our organisational confidence.”

Sophie Hayles, CEO

 

ROYAL SOCIETY OF SCULPTORS

Area of work: culture and EDI

The Brief: to drive forward change through a new EDI strategy

Outcome:

“We launched our EDI review in 2021 when Alex undertook analysis of our staff, trustees and volunteers. She also reviewed the staff handbook and worked with trustees to better understand the organisation’s diversity blind spots and to identify improvements.

Thanks to a recommendations report, the Society is now working towards short and long term goals, which extend across both our internal and external working practices.

The Society has adopted a proactive approach in committing to the following processes and is progressing with the implementation of targeted, structured actions, including:

  • identifying a Trustee champion for EDI;

  • encouraging, promoting and celebrating diversity in all our activities;

  • ensuring that communication imagery and graphics are inclusive, and reflect and reinforce the words within the documentation;

  • ensuring that mainstream business communications reinforce the inclusive messages and become mainstreamed into day-to-day processes;

  • confronting and challenging discrimination where and whenever it arises whether it be between colleagues or in any other area relating to the Society’s work;

  • and working through an annual Equity, Diversity and Inclusion action plan.


People walking across a gold and black zebra crossing
 

CONEY

Area of work: culture and EDI

The Brief: facilitate action planning workshops to review current EDI plan and set new objectives

Outcome:

"Spot The Gap met us where we were, and were able to quickly understand our context and challenges.

After an initial meeting, I felt reassured Spot The Gap would be able to help us redevelop our EDI action plan and identify the steps we needed to take to positively change our culture.

Communication throughout was brilliant, and I particularly appreciated receiving the documents we could share with the team to let them know what to expect.

Sessions were organised flexibly at times to suit our team, including a couple of last minute adjustments from our end!

The sessions themselves were designed well to allow for input from the whole team, and the emphasis on considering our processes and wider culture has helped us to think on broader field, rather than just focusing on specifics.

Personalised advice and comments have also been helpful with informing our next steps."

Kit Denison, General Manager

People walking across a gold and black zebra crossing
 

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