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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 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:

11 Feb 2022

Diversity Lens - Issue 113

Feb 11

Diversity Lens - Issue 113

Welcome to Diversity Lens.


We're constantly looking to improve Diversity Lens! Thank you to all our subscribers who have already left us their feedback. If you haven't yet, please do take a couple seconds to rate our weekly newsletter above, and if you have a couple minutes on your hands, give us an email with your feedback - we're always open to ideas! Now, back to scrolling...

"Sadiq Khan: Met must win trust of the black community"The Voice

"One resignation at the top doesn’t mean the police have solved their misogyny problem. The police service in this country needs root and branch reform."

Despite persistent calls for her resignation, it was still a surprise when Cressida Dick finally stepped down as Metropolitan police commissioner this week. Just hours before, she had talked publicly of her plan to tackle the racism and misogyny uncovered in the Charing Cross investigation, but it appears her plan was deemed insufficient, leading to her resignation instead.

"It is clear that the mayor no longer has sufficient confidence in my leadership to continue", Cressida Dick explained. Sadiq Khan had not shied away from condemning the commissioner's inaction, echoing a large portion of public opinion when out of the 14 officers investigated, nine remained in service and two were even promoted.

Khan spoke to The Voice about the acute need to rebuild "trust and confidence" in the police, particularly for Black Londoners who are among the most disenfranchised from the most recent scandals, and thoughout history. The police must always be on the side of the community, Khan says.

In 2020, figures showed that young Black men were stopped and searched more than 20,000 times in London alone, equivalent to over a quarter of all Black 15-24-year-olds. It is little surprise therefore that large numbers of Londoners do not have faith in the police, but instead distrust and fear. Khan will now "work closely with the home secretary" to appoint a new commissioner, with drastic police reform as a key goal.
Text: IN OTHER NEWS. Background image shows picture of protestors.
As a queer disabled person, I don’t see myself in LGBT+ history. That has to change
According to Scope, there are 14 million disabled people in the UK and about 20% are from the LGBTQIA+ community. Due to the lack of stories and representation in history of disabled LGBTQIA+ people, it can appear as if few have existed - yet this is of course far from the truth. There’s been many achievements made to improve this representation, but there is still so much more to be done, particularly as so many queer spaces are still inaccessible to those with physical disabilities. LGBTQIA+ History Month allows us to reflect on this past while also motivating us to strive for greater progress in the future.

"I felt I’d already ticked my diversity box, that I couldn’t be more than one identity."

Clause 9 and the erosion of citizenship rights
Clause 9 of the border and nationality law, currently moving through parliament, would allow the government to deport someone without notifying them. Hundreds of thousands of people have signed a petition to get the provision removed. This power of removal in fact dates all the way back to the 1914 British Nationality and Status of Aliens Act, yet the new clause would enshrine its continued use today. This power makes British citizens vulnerable, one notable example can be seen in a 40-year-old British-born man who was stuck in Bangladesh in 2017 after the Home Office stripped him of his British citizenship. He has never been charged with a crime or informed of any pending charges.
Mental health support for children 'lacks ambition'
Only a third of children with "diagnosable mental ill health" are receiving NHS support, wellbeing expert says. The government are pushing out plans to address this youth crisis via support teams for pupils in schools, but there is concern that these measures will not meet the growing demand. The child and adolescent mental health services have been accused of only offering support once the situation grows to extreme lengths, and anyone below this threshold is not accessing the resources they need.

"Imagine if we treated childhood cancer like we do children's mental illness, waiting for symptoms to get worse before they see a specialist, waiting for months or even years for treatment"

Text: ENTER THE WORK SPHERE. Background image shows picture of protestors.
The Inclusive Employer Spotlight: NBC Universal
Introducing NBC Universal! Our featured employer of the week is accelerating their hiring strategy to foster a workplace that reflects their commitment to diversity, equity and inclusion.

Home to ten Employee Resource Groups, NBC Universal is a place where employees’ voices matter. Feels like something you could be a part of? Take a look at their open roles on
London starting salaries rising at fastest rate on record
Starting salaries are rapidly on the incline in the capital, but not at a rate that matches inflation prices. Recruitment drives are widespread and skilled workers are in short supply, fuelled by Brexit among other factors. With this decrease in available job seekers, we're seeing more of a 'candidate's market', meaning employers are having to raise their game, not just in their salaries, but other factors that would make their workplace a more desirable choice of work.
Make UK employers report ethnicity pay gap, MPs tell ministers

MPs argue that there is no justification for failing to address racial disparity in the UK workplaces. The House of Commons women and equalities committee has urged the government to make reporting of pay gap across ethnic groups mandatory.

Conservative MP Caroline Nokes said: "The government's failure to move forwards on ethnicity pay gap reporting is perplexing". On the contrary, Sandra Kerr, race director of network Business in the Community, believes while “company data on the ethnicity pay gap is important, it is not a silver bullet.”

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