The process of becoming an accredited LGBTQ+ owned business helped facilitate The Big Group’s transition to an EOT.
Certification provided something for employees to rally around. With this already in place, the move to employee ownership was much easier for employees to embrace, because EO likewise provides people with something to unite behind.
“It’s a tentpole for people to get under and something that unites us all beyond just enjoying our jobs,” says Ed.
“I believe that having an employee council serves as a valuable resource, not only for our company but also for other EOT companies that I’ve spoken to. It acts as a sounding board for ideas and initiatives and provides additional momentum to senior management pushes them forward.”
He also pointed out how establishing the employee council provided a focus for better inclusion and equality on benefits in particular – an area that the business has been equalising across its three sites (London, Bath, and Amsterdam).
The Big Group is now approaching its second year of employee ownership. We couldn’t help but ask Ed what the impact has been on EDI.
“Being an EOT has significantly deepened The Big Group’s efforts to safeguard and advocate for EDI issues,” he says.
“It’s no longer me being the boss saying we’re going to celebrate Pride Month whether everyone else wants to or not! Now it’s a reflection and celebration of the entire business rather than an initiative that comes from the top.
“People are actively involved, moving beyond token gestures to meaningful action.”
As part of the business’ commitment to EDI, it participates in an annual engagement survey with b-Heard – the best companies to work for programme. Part of this survey is based around EDI subjects and how embedded they are within The Big Group.
Underpinning all of this is the business’ EDI team who are in place support what’s happening internally, from inclusive recruitment practices to supporting employees with protected characteristics.