• About Us
    • About us
    • Careers
    • People
  • Services
    • Inclusive Cultures
    • Inclusive Recruitment
    • Inclusive Development
  • Resources
    • Insights
    • Research
    • Press
  • Case Studies
  • Contact Us
  • About Us
    • About us
    • Careers
    • People
  • Services
    • Inclusive Cultures
    • Inclusive Recruitment
    • Inclusive Development
  • Resources
    • Insights
    • Research
    • Press
  • Case Studies
  • Contact Us
Search
Contact us
Menu

Home › Case studies › Recognising the importance of D&I with a UK Private Equity Firm

Recognising the importance of D&I with a UK Private Equity Firm

  • July 22, 2021

As part of the wider ESG agenda, a UK Private Equity Firm wanted to recognise the importance of D&I; both within their own business and within the companies in which they invest. A key objective for 2020 was to raise awareness of D&I across the Firm and to start conversations on bias and inclusion which could be used to help define and drive future action around D&I.

Solution

To support the Firm in meeting these objectives Pearn Kandola delivered a two-level approach:

  • Session One: Core concepts about D&I and the impact of bias: This session covered why D&I is a critical part of ESG within Private Equity, how bias can influence decisions across the firm, and the impact of this. The session also offered a broad set of tools for participants to spot bias more easily in day-to-day interactions, as well as how they can take action to minimise bias. These sessions stimulated conversation about where in the business bias may impact and these conversations fed into a second, more specific follow up session.
  • Session Two: Practical sessions: Using the insights and examples shared within session one, we then developed and delivered in-depth and highly practical sessions to help participants mitigate bias and maximise inclusion within their teams and the business more widely. These sessions specifically covered parts of the Employee Life Cycle that had been highlighted as being most prone to bias such as recruitment, feedback, and networks.
Impact

These sessions were delivered Firm wide. It prompted in-depth discussions around the impact of bias and further conversations about next steps for reducing bias e.g. through process review. After the workshop, all participants received follow up ‘nudge’ emails which contained reminders of key concepts or suggestions of new things to try to support inclusion. These were designed to support the transfer of learning and skills. Examples of successful actions were also shared internally with the D&I committee.

Feedback from participants:

  • 100% of participants said they were more aware of Unconscious Bias in the workplace and the impact it can have.
  • 100% of participants said the sessions made them think more deeply about their unconscious impact when interacting with others.
  • 100% of participants said the sessions helped them recognise what they can do differently when dealing with people to avoid biases.
  • 80% of participants said the sessions helped them recognise the importance of reducing unconscious bias within their business.
  • 100% of participants would recommend these sessions to a colleague.

Feedback from the client:

  • Our team was rated 10/10 for our knowledge and expertise.
  • Our team was rated 10/10 for understanding the client’s needs.
  • Our work was rated 10/10 for achieving the client’s objectives.
  • This work impacted 80-100% of the organisation.
  • This client is likely (10/10) to recommend Pearn Kandola to a friend or colleague.

“I was very impressed…”

– Client

Stay ahead of the game.

Get the latest on DEI, effective recruitment, and leadership development direct to your inbox.
Privacy policy(Required)
This field is for validation purposes and should be left unchanged.

Related Posts

  • Financial Services

Driving Fairness in Performance Reviews for a Leading Private Equity Firm

At Pearn Kandola, we believe in creating measurable change. Our partnership with a leading private equity firm allowed us to...
  • Financial Services

Leadership Development Across a National Business Network

NFU Mutual are experts in insurance and financial services. Discover how we helped them to develop their network of leaders....
  • Financial Services

Understanding Bias at NFU Mutual

NFU Mutual wanted all their recruitment managers to be equipped with a full understanding of bias, how it affects their...
  • Financial Services

Reducing the impact of bias in an international private equity firm’s Performance Review Process

Building on the progress already made on the D&I agenda, this PE firm wanted to continue its efforts in a...
  • Financial Services

Embedding long-lasting behavior change at HSBC with Inclusive Leadership

The objective set by HSBC was to simply support their organisation’s senior leaders in having a demonstrable impact on the...
  • Financial Services

Tailored unconscious bias training for 3i

Unconscious bias was not a new concept to 3i. Most of their employees had already had training on unconscious bias...

Free Consultation with a Business Psychologist

Talk to us to discuss your needs.
Book an Appointment
14 years’ experience
Jonathan Taylor, Managing Psychologist

Book Your Appointment Today

(Required)
This field is for validation purposes and should be left unchanged.
Terms & Conditions

Privacy Policy

Cookie Policy

Site map

Making The World Fairer

© 2025 Pearn Kandola LLP

© 2015-2024 Pearn Kandola LLP. All Rights Reserved.
Pearn Kandola and the Pearn Kandola Logo are registered trademarks of Pearn Kandola LLP.

Join our exclusive two-part Pride & Talent Management webinar series with Professor Binna Kandola OBE!
  • About Us
    • About us
    • Careers
    • People
  • Services
    • Inclusive Cultures
    • Inclusive Recruitment
    • Inclusive Development
  • Resources
    • Insights
    • Research
    • Press
  • Case Studies
  • Contact Us
Search