The business case for greater diversity is compelling, and for some it’s a matter of social justice, corporate social responsibility, or regulatory compliance. For others, diversity is essential to their growth strategy. Fortunately we are seeing positive changes with impressive Diversity and Inclusion support programmes now in place at many organisations.

However, putting these plans in place is not the end game. Minorities need reassurance that they will not be penalised for taking advantage of them.

Our business search model is not limited to the quick identification of the ‘low hanging fruit’. Yes, we will include these individuals if relevant, but we spend much more time seeking out the hidden talent, the stars under the radar.

A commission-based remuneration fee rewards search consultants for rapid hires, the ‘first across the line’. This perpetuates a disregard for diverse candidates in more difficult search areas. We encourage clients to plan longer term, and to embrace a consultancy approach with recruiters, which allows for a more thorough exploration of the market.

We develop long term relationships with our candidates and explore a wider market for that talent.

We offer our candidates flexibility on how we have those conversations, and when. Importantly, we listen to their issues surrounding diversity and use that information, anonymously, to encourage our clients to address them.

This helps us to deliver excellence for our clients in the form of a diverse shortlist of super talented and motivated professionals.