A 20-minute module that made inclusive hiring a BAU behaviour
We partnered with Intermediate Capital Group (ICG), a global alternative asset manager, to embed inclusive hiring practices into their recruitment approach as they scaled up fast.
Aligning new processes with existing culture
As ICG grew, they saw a big opportunity: to strengthen inclusive hiring as a core part of their scale-up strategy.
The goal was to drive performance, and equip hiring managers to make confident, inclusive decisions, without patronising, preaching or slowing them down.
That’s where we came in.
We built something to fit the culture.
Inclusion can’t be a tick-box exercise. It has to fit the culture. So we started with workshops, getting under the skin of the organisation to build something that would actually land.
What we found: ICG’s hiring managers are short on time and focused on outcomes. So we built a punchy 20-minute module to help them find the best hires through inclusive practices.
No fluff. Just clear, practical steps, common pitfalls and best practice. Exactly what a busy team needs to do the job well.
The module covers three things:
Clear, practical steps
What to do at each stage of hiring, so inclusive practice becomes the default, not an extra.
Common pitfalls
The traps that let bias creep into hiring decisions, and how to avoid them.
Best practice
What good looks like, so hiring managers can find the best people with confidence.
Making it stick
One module isn’t enough to embed best practice. So we created ready-to-use tools to keep inclusive hiring front of mind, right when it counts. Quick prompts for open interview questions. Scannable checklists for decision-making moments. All designed to slot into the process, not sit on a shelf.
It was very important to us that this training engaged our colleagues and provided very clear and practical guidance, which would equip them with the tools to create diverse teams and inclusive environments at ICG.
Lima Delta ticked all of those boxes, and I am certain that their expertise, professionalism and relentless customer focus played a big part in that.
Designed for impact
The approach draws on a handful of behavioural science principles:
Designed around the culture
People adopt what fits the way they already work. Starting with workshops meant the training spoke ICG’s language, not a generic one.
Short and sharp
Busy people give their full attention to something that respects their time. Twenty focused minutes beats an hour they’ll skim.
Prompts at the point of decision
We don’t always remember training when it matters. Prompts in the interview itself put the right behaviour in front of people at the right moment.
Structured decisions
Checklists replace gut feel with consistent criteria, which is one of the most reliable ways to reduce bias in hiring.
Inclusive hiring, built into the process.
Hiring managers got clear, practical guidance in 20 minutes, plus tools that keep inclusive practice front of mind at the moments that matter most.
Working with Lima Delta is easy and very enjoyable. The process was never vague and timelines were clear. Lima Delta’s understanding of the subject matter and what the learner needs was very impressive and their approach is warm and collaborative.
It is really like working with good friends, who happen to be digital learning wizards!
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