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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:

19 Jan 2024

Diversity Lens - Issue 207

Hi 👋 I’m Jane van Zyl, the CEO of Working Families. In recent times, flexible working has been having ‘a moment’, and thanks to the pandemic has become synonymous with homeworking. But almost half of the working population have roles that are tied to a specific location, locking them out of hybrid or remote working. Although we have been championing flexible working for over 40 years to give parents and carers equal opportunities in the workplace, flex isn’t just a good deal for families. It has the power to make workplaces more inclusive, safeguard our mental health and wellbeing, close the gender pay gap, and give a potential £55 billion boost to the economy. And that’s why, although we’ve made huge headway, we’re not stopping until flexible working is the default in the UK, so that everyone can reap the benefits. So, for our Diversity Lens takeover, we want to share the good, the bad and the hopeful, because change is not just possible, it’s inevitable when we work together.



💸 2 in 5 Brits feel they're less likely to get pay rise if they WFH

🫶 There are more than 300 ways to work flexibly

👋 Struggling to connect with your remote team?

🍼 Lidl doubles its paid time off for maternity & adoption leave

📸 The beautiful diversity of Britain in portraits

💻 Help for neurodivergent jobseekers is here



Better access to flex is just around the corner!

👀 What's changing? After years of campaigning, a massive step in the right direction was made last year when the Flexible Working Bill was approved, set to come into effect in April. The changes in law will make it easier to access flexible working, including:

⏰ Instead of waiting 6 months, you will have the automatic right to request flexible working from the day you start a job.

✋ You’ll be able to make two requests a year instead of one.

🤔 Your employer will have to process the request in two months instead of three.

⛔️ Should your employer want to reject a request, they will need to communicate why, opening a dialogue which may lead to finding a solution that works for everyone.

There is a desperate need for a legal right to flex... According to our research, this is especially true for lower income families who are twice as likely to have an informal request refused, leaving them more exposed to debt and mental health challenges. On the flip side, those who have flexible working in place are 25% more likely to not fall into debt and half as likely to have their mental health affected. The divide between the flex-haves, and have-nots, is stark.

This legislation is a key stepping stone toward our goal to making flex fair for all. And to help employers let people know they’re open to flex, we’ve developed a Happy to Talk Flexible Working logo, so keep your eyes peeled!


We're older, wiser, 🧐 and here to stay

Figures show there are more than double the number of people aged 65 and over in employment than there were 25 years age - that’s a million more workers. Thanks to the cost-of-living and raising of the retirement age, we can expect to see more of an age-diverse workforce, with multiple generations working together.

Whilst older people have a wealth of experience, skills and knowledge to bring to the table, ageism is very much alive and kicking. Alongside an overdue shift toward more age-positivity to tackle cultural FOGO (fear of growing old), employers have an important role in being more inclusive through their policies and practices, like flexible working. And of course, flex is important for younger workers too, who might be studying, have a side hustle or want to safeguard their wellbeing with a work/life balance.

Join our webinar to find out how employers can be supportive at every age.


How to Support an Age-Diverse Workforce

Working Families provide comprehensive support for working parents and carers. Their latest articles on their support hub cover neonatal leave and pay, cost of living support for families, and your rights as a fixed-term employee. Make sure you know your rights!

They also operate a helpline, open weekdays 11 am-2 pm on 0300 012 0312.


A win for carers at work 👏

Carers do an incredible and challenging job, and are often overlooked for their huge effort and contribution to society – not least the economic value of which is like a second NHS. But this year, the Carers Leave Act will make it a legal right to request up to five days unpaid leave a year. It’s a big win, but there is so much more to do before carers get the recognition and rights they need. Our website is full of information on current entitlements for carers and our helpline can provide advice on complex cases.



👗 Friendships, fun and fashion! Your next series to binge

📖 A tale of Vietnamese refugees that we couldn't put down

No more menemies! 🎙️ The glass cliff, a new workplace phenomenon

A huge thank you to Working Families for curating this issue of Diversity Lens ❤️  What did you think of this issue? Let us know!


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