Diversity
Diversity and inclusion in recruitment practice is a joint endeavour between you and us.
Together we can help to ensure you access to the widest possible talent pool and that your decisions on appointment are evidence-based. We can raising awareness of the risks of unconscious bias in the recruitment process and the practical measures that remove barriers to employment.
Difficult questions cannot be avoided
Being serious about securing diversity and inclusion requires being bold where there is opportunity, and to challenge when necessary.
It will be uncomfortable at times and difficult questions cannot be avoided.
It was never OK to remain silent and to do nothing, but now that COVID has laid bare the inequalities in society, there can surely be no more denial.
The nfp sector showcases some great examples that address diversity and inclusion but there is still a long ways to go and we want to play our part.
Our belief is that the recruitment industry can work to maintain the existing status quo because of the financial incentives of the traditional agency fee model.
It is why we don’t work in this way.
Let’s talk about how we can work together to take tangible steps towards building a diverse and inclusive sector.
Recruitment standards
An evidence based approach to recruitment and selection is best HR practice and it helps ensure that organisations choose the right people for the job.
Our approach to recruitment and selection adheres to employment legislation and best practice, which are the foundation for securing quality of outcomes and diversity.
Recruitment and selection processes must be designed to ensure that decisions are objective and fair.
The standards that we set ourselves means we seek to work with our clients to ensure that:
- Job purpose is consistent with organisational aim, objectives and planning
- Job analysis techniques are used to identify the role responsibilities and provide an objective description of the necessary attributes and behaviours
- Selection criteria are fair, objective and measurable
- Background information supplied to candidates is accurate and honest
- Advertising media ensures as wide an access to the opportunity as possible
- Campaign effectiveness is monitored
- Selection involves the use of appropriate and differentiated assessment methodologies
- Assessment evidence is used to inform decisions on appointment and personal development planning
- Candidates receive honest and objective feedback for their future career planning
- Together with our clients we review, evaluate and learn lessons in order to strive towards the shared ambition of a diverse and inclusive sector leadership and workforce
Collaborations
We are now collaborating with the following organisations and supporting their work
Action for Racial Trustee Racial Diversity
Action for Trustee Racial Diversity aims to provide charities with knowledge, resources, toolkits, networks and specialist advice to enable them to take practical steps to increase the racial diversity of their Boards.
Changing the face of trusteeship - Getting on Board helps find the best possible volunteers to serve on charity boards. We support and train charities to improve their board recruitment, and we help individuals and their employers to find the best possible opportunities.