Free cookie consent management tool by TermsFeed Issue - | Diversifying Group

Beware of scams: Protect yourself from fraudulent messages

At Diversifying Group, we're committed to your safety and security. We would like to ask our candidates to beware of a current scam that targets job seekers. Fraudsters may reach out to you impersonating consultants with job opportunities or offers in order to get your personal information or request payment. It's crucial to be vigilant and verify the authenticity of any messages you receive.

Recruitment scams are not always obvious. Here are a few tips on how to identify a fraudulent message:

  • It’s from an unknown phone number, country code or email address.

  • It contains a link; these may contain malware that could be installed on your device so avoid clicking on these.

  • It contains sudden requests for payment or pressure to act quickly.

  • It contains poor spelling and/or grammar.

  • It contains unrealistic salary or working arrangements - if it’s too good to be true it probably is.


For your safety, we strongly advise:

  • Do not respond to these messages.

  • Do not share any personal information, banking details, or make any payments requested through these messages.

  • Report the scam message to your local authorities or the Information Commissioner's Office (ICO) through their official website for further investigation.


At Diversifying Group, we might contact you by text message, however:

  • Initial contact will usually be via an email address containing @diversifying.com or via LinkedIn.

  • We never send job offers or requests for personal information via text message to individuals who have not registered with our agency.

  • We will never ask a candidate to pay fees as part of the recruitment process.

  • We have an office phone number on our website, so you can give us a call if you’re not sure of anything.


Stay alert and safeguard yourself against fraudulent activity. If you have any doubts or concerns, please don't hesitate to reach out to us directly using the contact details below:

Services
Inclusive Recruitment

Tiered solutions for junior-senior hiring campaigns

Board Recruitment

Diverse & inclusive recruitment at Board level

Executive Search

Diverse & inclusive recruitment for mid-senior to C-suite roles

D&I Consulting

Tailored tools and solutions to accelerate your diversity & inclusion efforts
D&I Training

Wide-ranging expertly crafted sessions to educate and inspire
Events

Impactful events to inspire, motivate and connect a diverse audience with your brand

About Search Jobs Free Resources Media Centre Contact Accessibility

We are committed to making our website as accessible as possible. We are currently reviewing the best practices to ensure a user-friendly experience for all visitors. Thank you for your patience and understanding.

19 Nov 2021

Diversity Lens - Issue 103

Read more

Diversity Lens - Issue 133 Diversity Lens - Issue 132 Diversity Lens - Issue 131

Nov 19

Diversity Lens - Issue 103

Welcome to Diversity Lens.
Last week at Diversifying.io, our weekly Lunch & Learn session welcomed representatives from Disability Rights UK.

In this hugely insightful session, we were reminded that what really disables people are the barriers they experience in society. As an inclusive careers platform, we're committed to dismantling these barriers and asking all applicants alike, "what would help you to realise your full potential?”

However we recognise that we are still on a journey to being the most inclusive company possible. Check out the brilliant work of Disability Rights UK.
Instagram
Twitter
LinkedIn
Facebook
Website
Email
Our Interview with Business Reporter has landed!
We sat down with Ashley Blake from Business Reporter to discuss sluggish Diversity and Inclusion efforts, and our vision for a more inclusive future.
 
 
OPINION PIECE
Womanhood, Agency, and Autonomy: A Feminist Recounting Of The Conservatorship Of Britney Spears
By Almaas Bokhari, Customer Success Executive

On Friday 12th November 2021, after 13 years, Britney Spears was freed from the restrictions placed upon her through a conservatorship.

This blog post by our very own Almaas Bokhari is an exploration of this conservatorship, and its relation to the wider issues of societal prejudice towards women that it illuminates. An excerpt follows.

At present, women are routinely denied control over their reproductive rights by those with legislative power due to conservative cultural values; they withhold these rights despite evidence suggesting increased reproductive agency would be a key factor in diminishing global poverty.
Women also have heart attacks misdiagnosed 50% more often than men due to medical professionals perceiving their symptoms as a product of emotions or psychology rather than a serious bodily malady.

I myself recall taking my mother, a woman of colour, to an emergency department for chest pains and having the doctor on call consistently spend their time making eye contact with me and addressing me directly, even though my mum was the patient in need of care and I was merely her assigned male at birth child.
Share Share
Tweet Tweet
Share Share
Forward Forward
Text: IN OTHER NEWS. Background image shows picture of protestors.
Windrush compensation scheme has ‘concerning weaknesses’, says charity

The Windrush Compensation Scheme offers financial compensation to those who arrived in the UK from Commonwealth countries and settled before 1973.

A legal charity has called for the programme to be taken out of the Home Office due to "concerning weaknesses" in the scheme; delays and inconsistencies in decision-making; and a lack of experience and cultural understanding. An estimated 15,000 people are eligible for the compensation, but only 864 have received payments.
It’s time to tackle health inequality – starting with sickle cell care

Sickle cell overwhelmingly affects black people. A report has highlighted that Sickle cell patients experience a lack of understanding of their condition, a lack of trained staff and failure to respond properly to patients.

A young black man named Evan Smith died in North Middlesex Hospital after "a terrible series of tragic and avoidable mistakes and failures". This revelation has prompted the Secretary of State for Health to meet with the Sickle Cell Society to discuss the report's findings.

"The secretary of state has said he wants to tackle “the disease of disparity” and address these inequalities."
Sesame Street introduces Ji-Young, the neighborhood's first Asian American muppet

The new Asian-American puppet Ji-Young will make her debut next week. Ji-Young will be confronted by a racist comment telling her to “go back home” in this significant episode which sees the other puppets rally around her.

"My one hope, obviously, is to actually help teach what racism is, help teach kids to be able to recognize it and then speak out against it”, puppeteer and partial inspiration, Kathleen Kim says.
Text: ENTER THE WORK SPHERE. Background image shows picture of protestors.
Staying power! How to thrive in the great resignation if you don’t want to quit

It’s been dubbed ‘the great resignation’, but Zoe Williams from The Guardian is interested in those that stay put. “How do you manage your Fomo and quarry some advantage out of the situation?”, she asks.

Zoe encourages an audit of your role to ensure you are happy with the work you are doing and the responsibilities you are taking on. Make sure you realise your value in the organisation and reflect on what would improve your quality of work and life. It’s a good time for renegotiating!
The long-lasting effects of workplace sexual harassment

Most sexual harassment in the workplace still remains unreported, meaning the impact can go unseen.

Workplace harassment can have wide-ranging “ripple effects” long after the harassment itself. In the short-term, there is unemployment, isolation, lost wages, ill health. In the longer term, there may be gaps in employment, poor references, financial insecurity and relationship strain. What can be done to mitigate this?

"Substantial improvements will only come with structural transformation of the workplaces, cultures and legal systems that favour secrecy, hierarchy and low pay."
Beyond good intentions: how to strengthen diversity and inclusion in the workplace

Companies with the highest proportion of ethnic and cultural diversity are 33 per cent more likely to outperform their competitors.

The business case for diversity is stronger than ever – not to mention the moral and social responsibility, whether that’s in terms of gender, ethnicity, culture, disability, age or any other characteristic that might set you apart. You might think this is old news by now, but while lip service has been paid in abundance to the importance of diversity, the stark reality is that progress remains sluggish. We provide our advice to the Independent. 

Follow us

Need support on
your D&I journey?

Get in touch

If you have any questions or would like to post a job, please use the form below to get in touch.

info@diversifying.com

+44 (0) 20 3318 2215

Call to Action