SHARP CONSULTANCY SLEEP OUT FOR ROUNDABOUT!

Inclusive Cultures Don’t Happen by Accident — They’re Built Intentionally

Following International Women's Day, many organisations reflect on progress.But for finance leaders and hiring managers, the more important question is this: What does inclusion mean in practice — and how does it affect performance? Because this isn’t just a culture conversation. It’s a capability conversation. Inclusion Impacts Talent Attraction The best finance professionals — at every level — have options. They are looking for: Transparent progression pathways Visible meritocracy Leadership that values contribution over presence Environments where performance is recognised fairly If an organisation’s culture unintentionally favours “proximity” — those closest to decision-makers — it narrows its own talent pipeline. And in a market where specialist skills are already in short supply, that’s a commercial risk. Meritocracy Must Be Visible Many businesses describe themselves as meritocratic. But candidates assess that through lived signals: Who is in senior leadership? Who is promoted internally? How are flexible working arrangements handled? How openly are development opportunities discussed? In accountancy and finance particularly — where progression paths are structured and performance is measurable — fairness needs to be both real and visible. High performers want clarity, standards and consistency. Leadership Behaviour Shapes Retention Inclusive leadership isn’t about grand gestures. It’s about everyday behaviours: Who is invited into strategic discussions Who is given stretch projects Who is credited publicly Who is sponsored, not just mentored Retention in finance teams is rarely lost because of salary alone. It’s often influenced by visibility, opportunity and recognition. Businesses that understand this tend to build stronger, more stable finance functions. The Commercial Case for Inclusion Diverse and inclusive teams bring broader perspectives to: Risk assessment Strategic planning Commercial analysis Operational improvement For CFOs and Finance Directors, inclusion isn’t a compliance issue. It’s about building balanced teams capable of better decision-making. The organisations that approach inclusion intentionally — rather than reactively — are often the ones that outperform in the long term. Beyond Awareness Days International Women’s Day creates valuable momentum every year:But sustained progress comes from: Clear promotion criteria Transparent hiring processes Conscious leadership development Ongoing cultural accountability In today’s hiring market, an inclusive culture isn’t just about employer branding — it influences who joins, who stays and how teams perform.

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After weeks of build-up, Friday finally saw Sharp Consultancy take on the cold for Roundabout’s Sleep Out 2019. Despite concerns surrounding the weather following the heavy floods, the event went ahead in the heart of Kelham Island, and saw 8 of the Sheffield office join 80 hardy souls who braved the near freezing temperatures.

The night kicked off with a motivating presentation that included inspirational accounts by Keisha and Aaron – 2 young people whose lives have been dramatically improved by the services and support offered by the Sheffield based charity.

A lively workshop by Sheffield percussion group Unbeatable Energy (www.unbeatable-energy.co.uk) got the blood pumping, and the kind folks at 92 Burton Road kept people fed and watered with a selection of drinks and jacket potatoes. The Sharp team kept in good spirits, but at midnight the real challenge began as people attempted to settle down in their sleeping bags on the cold hard warehouse floor, with half of the Sharp team attempting the ultimate challenge of sleeping in the open courtyard.

Following a long, tough night, the team headed back to their homes with a renewed sense of perspective and a sense of pride at raising over £2,000 – smashing the original £700 target.

Ben Graney, Business Director had this to say.“I am really proud of our team for the way they took on the challenge. I’d like to thank all of our clients, family and friends who donated and supported us. Roundabout are a charity that everyone should know and care about. No young person should ever have to contemplate not having a warm bed to sleep in – yet Roundabout are needed to provide services to over 250 young people every day in Sheffield alone – and are just one of many local homeless charities.

It is staggering to me that the amount of homeless people in the UK continues to rise. For over 325,000 people to be homeless in a country as wealthy as ours is incredibly sad, and unfortunately this is an issue that continues to not receive the publicity or support that it so desperately needs.

I slept outside and made it through the evening by thinking of home, but knowing so many people don’t have that light at the end of the tunnel was a stark realisation that more needs to be done – and the earlier the cycle of homelessness can be broken the better. We look forward to working with Roundabout again in the future.”

If you would like to know more about supporting Roundabout, please visit their websitehttp://www.roundabouthomeless.org/. Alternatively you can contact Ben onbengraney@sharpconsultancy.comor 07943 577 233. If you would like to make a donation, please follow the link to the Sharp Just Giving pagehttps://www.justgiving.com/fundraising/sharp-consultancy-sleep-out-2019.