As recruiters it is vitally important for us to provide a fair service and provide equal opportunities to people from all backgrounds. Research reveals that diverse teams deliver 60% better results and make better decisions in 87% of cases. This could be due to the fact that people from different backgrounds can bring new ideas to the table. It is also known that a more diverse team leads people to feel more comfortable in bringing forward ideas. Either way, it really is a no brainer to create a diverse team in your company!

It is also worth noting that the ‘The McGregor Smith Review’ (https://www.gov.uk/government/publications/race-in-the-workplace-the-mcgregor-smith-review) estimated that if we fully utilise BAME Talent in the UK, the economy could receive a £24 BILLION boost!

At Corvin Fox this is something that is really important to us and we strive to make a difference when it comes to recruiting and creating diverse teams for our clients.

Some things we do to ensure we are challenging diversity in our work, include:

  • A quarterly diversity review where we review statistics of all roles we have worked on over the last 3 months and where we create corrective actions or improved targets for the next meeting
  • We review the actions from these meetings monthly to ensure we are seeing progress in between reviews
  • We conduct a 6 monthly audit around our work on diversity
  • We use pronouns in our emails and on social media to ensure people feel represented and comfortable both internally and externally

Here are some of the things we do in our recruitment process that leads to a more inclusive selection process:

  • We include a statement on our approach to diversity, equality and inclusion in the job advert and also add any diversity statements that your company would like us to include (43% of Black and South Asian women said this would create a more inclusive recruitment process, you can read more about this here – https://bit.ly/39Z5w4b)
  • We are aware of the language we use in our job adverts. We will run them through a gender bias decoder to ensure we aren’t using any language that might reduce diverse candidates applying
  • We are also aware that statistics show women are far less likely to apply for roles unless they can do 100% of the requirements on the advert, this is why we eliminate any non-essential requirements from adverts to ensure we are creating an advert that is open to everyone
  • When creating our longlists of passive candidates, we review the diversity split of people and try to not only meet the current market sample but also beat it to ensure we are making a difference

We are constantly trying to improve and refine how we tackle diversity in our recruitment process. If you would like to discuss our recruitment methods and our approach to diversity in more depth, then please feel free to give us a call on 01775 729590 and we would be more than happy to discuss!

Have a great week,

Evie