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Are we unlocking the true power of divergent talent?

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BIG THINKING

Are we unlocking the true power of divergent talent?

Sue Klinck
Global Head of People and Culture
Hall & Partners

LinkedIn Email

Change brings change.

This was the main lesson I learned from the truly inspiring Diverseminds 2.0 conference. There were so many incredible speakers, personal stories, conversations and workshops, yet this was the message that really resonated with me. You cannot create change without making a change.

The goal of creating a more diverse working environment is something that drives all of us here at Hall & Partners. It is something we feel passionate about and work hard to achieve. We have always believed in having a diverse range of talent, but not always managed to achieve this. It isn’t always simple.

However, if we accept that we are all on this journey together and it will take time to get it right, we can improve and create a more diverse and effective working environment. By embracing a wider range of neurologically diverse talent, we can not only become a positive role model for the market research industry, but also have a wider knock-on effect within society.


A truly diverse team will foster greater creativity, generating fresh ideas and improved work for our clients


I am taking my learnings from Diverseminds 2.0 back to Hall & Partners to identify how we can unlock the power of divergent thinkers in our workplace. People, for instance, with dyslexia, dyspraxia, autism and asperger’s, who approach tasks and solve problems in different ways. Unique talent like this is invaluable to our business.

I am proud to say we have already started on our journey. We have a CEO who is openly dyslexic and is proactively championing greater diversity within our industry. The next step is to champion neurodiversity and its benefits more broadly with our teams and, crucially, with our clients.

A truly diverse team will foster greater creativity, generating fresh ideas and improved work for our clients. Embracing difference creates a clear, competitive advantage.

We want to create a workplace culture that supports and encourages everyone to be their best selves. We aim to achieve this through having more open conversations and encouraging in-the-moment continuous, individual feedback to build on our strengths. And we are revisiting our recruitment practices and introducing more supportive working arrangements and policies.

And that just for starters. Because change, as the Diverseminds conference made clear, is created by change and is something we all need to be committed to and involved in.

 

Share this article

 

Change brings change.

This was the main lesson I learned from the truly inspiring Diverseminds 2.0 conference. There were so many incredible speakers, personal stories, conversations and workshops, yet this was the message that really resonated with me. You cannot create change without making a change.

The goal of creating a more diverse working environment is something that drives all of us here at Hall & Partners. It is something we feel passionate about and work hard to achieve. We have always believed in having a diverse range of talent, but not always managed to achieve this. It isn’t always simple.

However, if we accept that we are all on this journey together and it will take time to get it right, we can improve and create a more diverse and effective working environment. By embracing a wider range of neurologically diverse talent, we can not only become a positive role model for the market research industry, but also have a wider knock-on effect within society.


A truly diverse team will foster greater creativity, generating fresh ideas and improved work for our clients


I am taking my learnings from Diverseminds 2.0 back to Hall & Partners to identify how we can unlock the power of divergent thinkers in our workplace. People, for instance, with dyslexia, dyspraxia, autism and asperger’s, who approach tasks and solve problems in different ways. Unique talent like this is invaluable to our business.

I am proud to say we have already started on our journey. We have a CEO who is openly dyslexic and is proactively championing greater diversity within our industry. The next step is to champion neurodiversity and its benefits more broadly with our teams and, crucially, with our clients.

A truly diverse team will foster greater creativity, generating fresh ideas and improved work for our clients. Embracing difference creates a clear, competitive advantage.

We want to create a workplace culture that supports and encourages everyone to be their best selves. We aim to achieve this through having more open conversations and encouraging in-the-moment continuous, individual feedback to build on our strengths. And we are revisiting our recruitment practices and introducing more supportive working arrangements and policies.

And that just for starters. Because change, as the Diverseminds conference made clear, is created by change and is something we all need to be committed to and involved in.

 

Share this article

 

Sue Klinck
Global Head of People and Culture
Hall & Partners

LinkedIn Email