Bank of Ireland are the most improved employer. The financial services company explains how it has become a Top 10 Employer within two years of completing the Matrix.

How the Matrix has helped us improve?

The biggest impact has been the use of the Maturity Matrix, which has enabled us to align our activities and focus our efforts on the ethnicity agenda. By developing our Ethnicity Action Plan based on the matrix, we ensured that our actions were targeted and effective. This approach has helped develop and make progress towards both our diversity and inclusion targets. For example, we identified key areas for improvement, set clear goals and implemented specific initiatives such as dedicated development programs and inclusive hiring practices. Regular reviews and feedback loops have also been crucial in maintaining momentum and making necessary adjustments.

While we are still on this journey, we are making significant progress and continue to build on our successes. It has also enabled us to set up our Race Action Taskforce, which brings together subject matter experts from across the board each month to discuss our progress towards our ethnicity agenda. The Maturity Matrix has been instrumental in helping us by providing a structured framework to assess our current state and identify areas for improvement. It has guided us in setting up an Ethnicity Taskforce and developing a comprehensive Ethnicity Action Plan, ensuring that our efforts are focused and aligned with our overall I&D strategy. The matrix has also facilitated regular reviews and progress tracking, enabling us to make data-driven decisions and continuously refine our approach. Overall, it has been a valuable tool in driving meaningful and sustainable change within our organisation. While we are still on this journey, the Maturity Matrix has helped us make significant strides and stay on the right path. The maturity matrix has also helped us identify areas we have greatly improved in and where the gaps lie for our focus points this year in 2025

What ethnic inclusion means to us

Promoting ethnicity inclusion is vital for our organisation because our purpose seeks to enable colleagues, customers and our communities to thrive. Inclusion is at the heart of this purpose, and ethnicity is a significant aspect of it. By fostering an inclusive environment, we not only support the well-being and development of our colleagues but also enhance our ability to serve a diverse customer base and contribute positively to our communities. This commitment to inclusion drives innovation, improves employee engagement, and strengthens our overall organisational performance.

Challenges

Yes, we faced several initial challenges, including resistance to change, a lack of awareness and limited resources. To overcome these challenges, we took a multi-faceted approach:

• Education and Awareness: We conducted workshops and training sessions to raise awareness about the importance of ethnicity inclusion and its benefits;
• Leadership Commitment: We secured buy-in from senior leaders who championed the cause and set the tone for the rest of the organisation;
• Resource Allocation: We allocated dedicated resources, including budget and personnel, to support our ethnicity initiatives. We set up an Ethnicity Taskforce to ensure focus and accountability for an action plan;
• Continuous Communication: We continue to support and engage our Multicultural Network and maintained open lines of communication to address concerns, share progress and celebrate successes;
• Feedback Mechanisms: We established feedback mechanisms to gather input from employees and make necessary adjustments to our strategy. While we continue to face challenges, we are making steady progress and remain committed to our journey towards greater inclusion;
• Colleagues Self-declaring: We have created closer collaboration between our analytics and communications teams to work on creating more awareness of the benefits for colleagues for sharing their anonymised I&D data via our iCount. This is still a work in progress for us.

What advice would you give to organisations starting out on their journey?

Advice to those starting out on their journey would be:

• Start with a Clear Vision – define what success looks like for your organisation in terms of ethnicity inclusion;
• Engage Leadership – ensure that senior leaders are committed and actively involved in driving the agenda;
• Educate and Raise Awareness – Invest in training and awareness programs to build understanding and support across the organisation;
• Set Measurable Goals – Establish clear, measurable goals and track your progress regularly;
• Create a supportive environment – foster an inclusive culture where everyone feels valued and empowered to contribute;
• Be Patient and Persistent – change takes time, so be patient and stay committed to your goals, even when faced with challenges. Remember, this is a continuous journey and progress will come with sustained effort and dedication.

The impact of the Maturity Matrix

The Maturity Matrix has been instrumental in helping us by providing a structured framework to assess our current state and identify areas for improvement. It has guided us in setting up an Ethnicity Taskforce and developing a comprehensive Ethnicity Action Plan, ensuring that our efforts are focused and aligned with our overall I&D strategy. This, combined with regular reviews and progress tracking from Investing In Ethnicity, has enabled us to make data-driven decisions and continuously refine our approach. Overall, it has been a valuable tool in driving meaningful and sustainable change within our organisation. While we are still on this journey, the Maturity Matrix has helped us make significant strides and stay on the right path. The Maturity Matrix has also helped us identify areas we have greatly improved in and where the gaps lie for our focus points this year in 2025.