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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:

21 Apr 2023

Diversity Lens - Issue 170

In recent weeks at Diversifying Group, we've been holding some internal training sessions, held by our in-house expert practioners. 

We're all passionate about Equality, Diversity, and Inclusion here, but equally we are all still on a journey. This week, in a D&I In Recruiting training session, we went back to fundamentals with the Equality Act, but also moved beyond policy by examining the flaws of the act, and the people it fails to protect. It's so important to not just stop with what legislation tells you to do, but to be brave and proactive in pushing for even greater equality.

Contact us if you're interested in hearing more about our training options.



Outing Has Harmed LGBTQ+ People for Generations – Schools Should Not Adopt This Dangerous Legacy

There is a lot of discussion online right now about a parent's right to know their child's gender identity or sexuality. This is a dangerous view for parents, teachers and legislators to adopt. What about the rights of the child?

Contrary to some opinions, children are autonomous beings who deserve our respect and dignity. Forcing anyone to come out as LGBTQIA+, including children, is inherently wrong, and could in fact threaten the child's safety if their family deem this to be unacceptable.

Gay Times asks the question: "Do we fear that our children might be lesbian, gay, bisexual or trans? [..] is it because we view being LGBTQ+ as lesser than?" 

The Albert Kennedy Trust found that half of LGBTQIA+ young people fear that expressing their identity to family members would lead to them being evicted. This is most acute for trans young people who are three times more likely to not be close with their immediate family.

Imagine grappling with your sexuality or gender identity as a young person while living amongst homophobia and transphobia. School should ideally be a neutral space of safety and acceptance.

Coming out should never be rushed or forced. If your child hasn't come out to you yet, consider why that might be. Practice being a vocal ally, or simply give them more time.



Two Trans Women and Gay Man Targeted in Suspected ‘Anti-LGBTQ Arson Attack’ in East London

In a suspected hate crime, the home of two trans people and a gay man was intentionally set on fire last Friday in Whitechapel. Thankfully, no injuries have been reported at this time, despite no fire alarms being triggered in the residence. A fundraiser is being run, shared by Munroe Bergdorf, to support the residents. Munroe stated: "This ongoing environment of transphobic hate perpetuated by the UK government and media is putting lives on the line."

Senior Officials Quit UK’s So-Called Equalities Watchdog Over Alleged Transphobia

Seven senior officials have reportedly stepped down from the UK’s Equality and Human Rights Commission (EHRC), and more resignations are expected to come. The purpose of the EHRC is to "monitor and enforce equality and non-discrimination laws" and its members are appointed by the government. However, sources from the inside explain that the direction they are going in is dangerous, such as helping exclude trans people from same-sex spaces. Many former staff members do not want to be a part of this and cannot support "gender-critical bosses."  The EHRC vehemently reject claims of resignations due to transphobia, or any anti-trans sentiment within the organisation. They claim to have "repeatedly championed the rights of trans people."

A Person Died While Homeless Every 6.5 Hours in the UK Last Year

Community-driven social justice museum, The Museum of Homelessness, has found that 4,000 people have died while homeless in the UK since 2019. Last year, 1,313 people died which represented an increase from 2021. MOH director Matt Turtle warns that the figures are likely to be higher in reality and called out government action which he brands "misguided" due to “a toxic cocktail of cuts, criminalisation and crackdowns."

Greece Makes Hundreds of Beaches Wheelchair-friendly

The Greek government have announced plans to make 287 beaches across Greece wheelchair–accessible. As well as installing the Seatrac system, which offers unassisted sea access to wheelchair users, they are introducing other accessible facilities such as parking, bathrooms and changing rooms and ramps. 147 beaches in the country have already been made more accessible as part of the 15-million-euro project.



8 Ways Companies Can Go Green and Promote a Sustainable Future this Earth Day

Businesses can be sustainable too! With Earth Day approaching on Saturday, it's time for companies to reflect on their relationship with the planet and consider the changes they can make to operate more sustainably. The COVID-19 lockdowns have brought about a greater appreciation for nature, and it's crucial that businesses, as well as individuals, take advantage of this opportunity to make a positive impact.

Our Finance and Operations Lead Ligia has shared her insights into sustainable business practices.

Iowa State Senate Votes to Allow Children to Work Longer Hours and Serve Alcohol

In an apparent attempt to combat labour shortages, the Iowa state senate voted to allow children under 16-years-old to work extended hours, rising from four hours to six. It will also allow children under the legal drinking age to serve alcohol with their parents' permission and work in previously prohibited industries. The Republicans are framing it as “providing our youth an opportunity to earn and learn” but labour unions have held protests against the bill.

Overconfidence Dictates Who Gets ‘Top Jobs’ and Research Shows Men Benefit More Than Women

Recent research shows that men are 19% more likely than women to "to self-assess their abilities higher than they actually are." This research found that the trend markers kick in as early as adolescence and can impact your future career outcomes. Participants were measured on their overconfidence level at ages five, ten and sixteen. Those rated most overconfident were more likely to be in top jobs by the age of 42 - predominantly men. From their findings, they recommend that employers take measures to give regular feedback to women and encourage them to push for promotions they might not otherwise have considered. They emphasise that the onus should not be put on women to 'get over it', but on the system to change.

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