One of our key priorities includes a focus on Equality, Diversity & Inclusion. We have fully embraced the emotional, ethical and business rationales for EDI– and this has become a significant focus of our business; not only in direct relation to the NHSPeople Plan, but also due to demand across the whole of the Health and Care sector to demonstrate innovation in these areas.
Understanding customer needs ensures we develop bespoke approaches to attracting diverse & capable candidates on merit & against success profiles and the published role criteria, including volumes, timescales, projected seasonal & future recruitment campaigns.
" We have fully embraced the emotional, ethical and business rationales for EDI– and this has become a significant focus of our business; not only in direct relation to the NHS People Plan, but also due to demand across the whole of the Health and Care sector to demonstrate innovation in these areas."
Joe Joyce, Director of Permanent Recruitment
The above ‘Talent Management’ focus has resulted in over 70 career conversations from junior management through to current C-suite professionals over the last 12 months.
Staff receive training in induction & annually in line with legislation, best practice & our Equality and Diversity policy in company handbook.
We develop bespoke approaches unique to Customer’s requirements & publish equal opportunities statement when we conduct advertising and search activities.
We use inclusive language and select appropriate media channels to advertise opportunities, allowing sufficient time to attract a diverse field of applicants and use a specialist multi-cultural marketing consultancy to target under-represented groups.
We provide candidates with information about roles, selection process to ensure anyone is able to apply. Selection processes are objective, impartial & applied consistently to ensure no bias in assessment, using “blank” processes to eliminate personal information, e.g. name blank sifting and using AI software tools.
We ensure candidates are able to request adjustments e.g. allow more time for tests/interview & promote flexible working and we complete diversity reports at each stage of the process.
Finally, we designed, developed and offered, free of charge a ‘Talent Management’ Toolkit for candidates in networks of BAME and Protected Characteristics within Healthcare management looking to move careers, supporting them with various areas including:
General career advice;
Preparing a CV / application form;
Preparing for interviews;
Preparing for further types of assessment such as focus groups and psychometrics;
How to manage the offer and acceptance process;
Any further support required.
Through an internal audit in 2020, we recognised that our own pool of talent needed to include greater representation of women and candidates from Black and Minority Ethnic (BAME) backgrounds and through the last 18 months we have increased our own network substantially to assist this, with our female representation increasing from 39% to 52% and BAME representation from 17% to 29%. This has meant that we can provide clients with greater diversity of candidates and help their board balance.
