Executive Search
Running truly inclusive campaigns is about widening the gate, not lowering the bar.
Our talent specialists have over 60 years’ experience, combining the best elements of retained Executive Search with a social change approach.
We’re experts in delivering inclusive assignments which give every candidate equal equity in the process. We run campaigns that are explicitly inclusive of all current and future protected characteristics, including: age, gender reassignment, sex, sexual orientation, marriage or civil partnership, disability, pregnancy, religion or belief, and race.
We have become a ‘go-to’ diversity partner for organisations both large and small who are seeking to go beyond the traditional routes to attract and engage diverse talent. We understand the importance of approaching talent in a variety of ways, whilst retaining authenticity and not being perceived as performative or tokenistic. This enables us to access the best talent from the widest pool on your behalf.
Board Recruitment
We’re being bold in our approach to changing the Executive Director, Non-Executive and Trustee landscape. Our goal? To ensure better representation of all communities at the very top of every organisation.
Find out more about Board RecruitmentExecutive Search Clients
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FAQs
What areas do you specialise in?
We successfully recruit across private, public, charity and not for profit organisations. Our expertise lies in ensuring equal opportunities for everyone, particularly historically marginalised groups. This means we can apply our combined 60 years’ recruitment experience to almost every industry.
Candidate: I have applied for a vacancy online, does this mean that my details have been sent to the client?
No! We screen all applications and arrange an initial interview with suitable applicants to discuss the role further. We will then share your details with the client if we determine that you are suited to the opportunity you have applied for.
Candidate: Will you tell my current employer I have applied for roles with you?
We have a legal responsibility to protect your data under GDPR. This means we will never disclose that you’re looking for work elsewhere to your current employer, or anyone else.
Candidate: I don’t have a work permit; can I still apply?
You must have a valid work permit to apply for a role. We will ask to see evidence of this before you are offered employment. This is in line with current Home Office requirements.
What makes you different from traditional recruitment agencies?
We take a person first approach and our Recruiters do not make commission as they are driven by making a difference.
Traditional recruitment historically has been driven by the need to generate recruitment fees. This has resulted in the industry becoming all about how to find what appears to be the best match for a vacancy as quickly as possible ahead of the competition to get paid for the work. The Diversifying Group only work exclusively with organisations to remove that commercial element out of the process and to ensure that candidates are considered on their capability and not just their experience!
Candidate: Can you help me find a job?
Please take a look at our open vacancies and apply to anything that you may be interested in. We only work on live vacancies where we have been engaged exclusively which means that we do not proactively market candidates to organisations like some other agencies do. Feel free to send your CV to cv@diversifying.com so that you can be considered for future roles.
Candidate: What should I do if I require special conditions to be assessed fairly?
Fairness is at the heart of everything we do and we are committed to making any reasonable adjustments or special measures necessary and appropriate to run a fair process. Please email the Recruiter looking after the role who will be happy to listen and help.
What characteristics of candidates do you work with and support?
We work with people of all characteristics and backgrounds and treat everyone fairly. Our approach is to ensure fair processes where people are judged on what they are capable of doing and it is always the best candidate for the job.
Candidate: When can I expect feedback from my application?
We endeavour to keep in contact with you at every stage of the process. In the early application stages we will email to acknowledge it has been received but there may be a bit of a delay while we wait for the application closing date to pass (if there is one). We will always give as much detailed feedback as possible as appropriate for the stage your application reached.
Candidate: I can’t see any open roles I am suitable for, what should I do?
Please send your CV to CV@diversifying.com and we will consider you for future roles and send email alerts for anything new that may match your background and interests.
Client: Why would I use a D&I focussed recruitment organisation?
We are specialists in helping you engage and appoint talent that is different from you have traditionally looked for. We have built up a large and diverse database of highly skilled individuals from all backgrounds. Since we were founded, 72% of all of our appointments have identified as being from a diverse background so we hope our record speaks for itself.
We are not a magic wand though so cannot create what does not yet exist so before taking on any assignments we will be honest with you about the size and diversity of the talent pool you are looking to hire from.
Client: Can you help us with taking appropriate positive action?
Yes, we are very experienced in supporting organisations to take appropriate positive action through talent and attraction. Please contact info@diversifying.com to discuss this further.
How do you ensure an inclusive process?
It’s not about lowering the bar, it’s about widening the gate. Our networks are so important to us because they’re a way to ensure that we have access to the widest possible talent pools of candidates.
From a client perspective we work on an exclusive basis with organisations from the very beginning of a recruitment process right to the end to ensure that everything from the language of their adverts to the make-up of their interview panels are free from unconscious bias and as inclusive as they can be.