Tue, September 04, 2018
This is an exciting time to be at Ocean. We are proud to announce the appointment of Peter M. Hall as Diversity & Inclusion Director. Peter joins as a senior member of the management team with over twenty years of experience in diversity and inclusive across various sectors. Throughout his career he has worked with senior business leaders to formulate and execute innovative and customised diversity strategies.
Prior to joining Ocean Peter was a Diversity & Inclusion Member Engagement Manager for the Employers Network for Equality and Inclusion where in his tenure he across ninety organisations.
He joins The Ocean Partnership to expand our Diversity & Inclusion Advisory practice and to drive our LGBT Great initiative forward as Project Director.
Managing Director Matt Cameron commented: “The appointment of Peter Hall demonstrates Ocean’s commitment to the diversity and inclusion agenda and Peter will play a key role in the realising of our mission. We are dedicated to providing useful value add thought leadership and solutions to our clients and whilst many organisations talk of D&I at Ocean we are focussed on positive action. Peter will work with our management team to develop our talent proposition and we are delighted to welcome him on board. On behalf of the team and I – thank you for joining Peter!”.
You can contact Peter at: email@example.com and follow him on Twitter: @PeterMHall
Decide if you are an inclusive leader by answering the following 10 questions:
Do you sponsor someone with high potential who is from a group currently under-represented in leadership to support them in realising their career aspirations?
Do you ask those you manage or lead for feedback on the impact of your style and approach in supporting them to perform well and/or progress their careers?
Do you know the different values and drivers that motivate those you manage or lead and do you leverage these to help improve performance?
Do you challenge others if their behaviour or actions do not support inclusion and diversity?
Are you aware of the stereotypes, assumptions and judgements you make about different groups (unconscious bias) and what you can do to minimise the potential negative impact of these?
Do you involve and encourage those you manage or lead to identify problems early on, come up with solutions and improvement ideas?
Does your team reflect diversity in its demographic make-up, background and perspectives and do you leverage this to avoid group think?
Are you clear how inclusion and diversity can help you meet your own and the wider organisation’s business goals?
Do you help those you manage or lead understand the bigger organisational and strategic picture and their role within this?
Do you mentor others, including women and people from minority backgrounds and check that your approach meets their specific needs?