We partner with organisations in a number of ways to get a true picture of how inclusive your practises and procedures are and to understand the culture as it currently stands. This could be done through a recruitment audit and/or culture audit for example. We can then either provide the recommendations for future action to be taken, or also work jointly with you to implement some of the change through actions such as policy creation, strategy creation, training, supporting in the creation of network groups, etc. Once we understand your specific challenges, we can advise on the best course of action.

We offer a broad range of D&I related training courses, such as the Fundamentals of Diversity and Inclusion and D&I in Recruitment. Some we deliver regularly and have a lot of content prepared already which removes any costs for design, others may be very specific to an organisation and can be created on a bespoke basis. To help us understand your organisational challenges and make recommendations for the best courses to address these, we’d be happy to arrange a discussion with one of our training and consulting team members.

Organisations can make their own decisions on who should attend the training and whether it is offered to employees as voluntary or mandatory training.

Organisations often come to us with this query because they have a lack of diversity in hiring. We absolutely can help with improving attraction of diverse groups and have a great team to support with employer brand campaign initiatives.

Attraction however may not always be the issue. Quite often we discover that there is plenty of diversity in the candidate pool but that, unintentionally, hiring practises can put some groups at a disadvantage in the hiring process. By reviewing your data and practises we can help to identify where these issues are appearing and advise on changes that will help to remove some of the barriers in recruitment to particular groups.

A discussion with one of our consultants can help to identify whether the issue is one of attraction or process so that we can recommend the best solution.

One of our D&I Consultants will be dedicated to working with you on a recruitment audit process to get to know your organisation’s specific challenges and ways of doing things. The process can differ slightly depending on the time and involvement that an organisation's stakeholders are happy to commit to the process. In some cases, it may simply take the form of a desktop review of all recruitment related documentation. In others, there may be more in-depth interviews and discussions with stakeholders to get more insights. We can provide a list of documents that will be useful in the review. This list isn’t exhaustive, and we are happy to review more if needed. Alternatively, where these documents don’t yet exist, we can make recommendations based on best practise. Typically, the process will take 2-3 weeks.

Every organisation will have different priorities and urgency behind their hiring needs. Where possible we would recommend that the audit be completed first to enable us to help identify where your core challenges are and action that can be taken to address them. These can then help to change the outcomes of diversity you see in your hiring process. Any recommendations we make will always aim to be long term and sustainable change so even if you have to continue with hiring while we go through the audit process with you, the audit outcomes will still help for future hires.

Audits are often a great place to start in understanding where an organisation's challenges are. We do also offer longer term partnership arrangements which, in addition to audits, provide more in depth and ongoing initiatives over the course of 12 months to address these challenges on an ongoing basis and continuously build on progress through consulting work, events and marketing.