MCA toolkit helping consultancies drive progress in diversity, equality and inclusion
The UK’s consulting industry association has expanded its diversity & inclusion toolkit with another chapter, adding retention to its 5-part series.
Launched early 2024, the diversity & inclusion toolkit provides consulting firms in the UK with resources and best practices on how them can drive diversity, equality and inclusion across their business. The toolkit also provides numerous case studies from players who have been successful in hiring and retaining diverse talent, integrating inclusivity into workplace policies, and planning culturally sensitive social events, among others.
According to data from the Management Consultancies Association (MCA), diversity, equality and inclusion in the UK’s consulting industry has improved markedly over the past decade. However, there are apparent differences between firms both in terms of ambitions and performance.
“Diversity and inclusion is a core principle of the MCA,” said Tamzen Isacsson, chief executive of the association. “The better we reflect our society, the better we serve it. While the consulting sector has spent years earning its reputation as a leading employer of people from diverse backgrounds, we’re committed to doing better. We hope that our toolkit helps firms make further progress.”
The five chapters
The toolkit consists of five chapters, with the first four having already been delivered. These include:
- Chapter 1: Attracting a diverse range of talent to your organisation
- Chapter 2: Recruiting and interviewing diverse applicants in an inclusive way
- Chapter 3: Onboarding and inducting diverse new starts inclusively
- Chapter 4: Retaining diverse talent and enabling them to thrive
- Chapter 5: Developing diverse talent and enabling them to grow
The latest chapter launched is the fourth, which focuses on creating and retention, and the role of inclusive culture in achieving retention.
“Data from the MCA suggests that female consultants and those from ethnic minority backgrounds are more likely to leave the industry than their male or white counterparts. This toolkit aims to address these retention challenges with practical advice and initiatives,” explained Isacsson.
Supporting those going on and returning from leave is another focus area of the chapter. The chapter highlights advances in offering enhanced leave packages, including fully paid parental leave, enhanced carers leave, and unpaid sabbaticals. The MCA said that tailored support programs for those returning from career breaks, such as returner buddy programs and coaching, have shown impressive results in the sector.
Isacsson added, “The correlation between inclusion and retention is undeniable, and we hope that this new chapter helps consultancies improve results on both fronts.”
The fifth and final chapter, Develop, is currently in development, and will be split into two parts.
Inclusive membership exclusive
The MCA’s toolkit has received widespread interest from across the sector, with over 16,000 downloads to date. The toolkit is used mainly by partners that oversee internal operations and talent, and HR and recruitment teams.
However, the toolkit is notably only available to consulting firms that are a member of the MCA – a feat which limits its industry-wide impact.
The UK consulting market is composed of hundreds of large, mid-sized, boutique and niche consultancies – ConsultancyUK’s latest industry benchmark identified over 1,500 players. At time of writing, the MCA’s membership counts 89 firms (including most of the largest firms).
