Diverse Hiring

Helping employers make meaningful change 

Aspiring to an inclusive and accessible culture

D&I has been high on organisations' agendas for many years, but the pace of change remains slow. Critics note that many Diversity and Inclusion initiatives have failed to result in a seismic shift towards the inclusive and accessible culture they aspire to.

Audit and re-engineer your recruitment process

Recruitment and Talent Acquisition teams can impact the diversity of the talent that joins your business more than any other function, yet bias minimisation and inclusion initiatives largely focus on employees rather than potential employees. 

Blending a deep knowledge of recruitment, HR tech and diversity programme management, our Diverse Hiring Practitioners focus on auditing and re-engineering your recruitment and careers content and processes to minimise bias and foster inclusive hiring.

End-to-end Inclusivity Audit

Your hiring process has likely evolved over time, with new processes, content and technology added and removed. Whilst this process may deliver a functional talent acquisition service and experience, bias is likely to be threaded through each stage of your process. Our research indicates that bias is introduced before candidates even visit your careers page and continues through selection, assessment, interviewing and onboarding. 

Our end-to-end inclusivity audit is the most advanced diverse hiring audit available, analysing the impact of recruitment content and processes across seven different lenses:


Disability and neurodiversity





Socio economic

Unlike many diversity initiatives, our fully remote Inclusivity Audit focuses on actionable, meaningful change, ensuring clients are provided with an immediate ‘to do’ list to help achieve diversity objectives and goals:


Blending academic research and best-in-class case studies from over 100 sources 


Analysing 157 data points 


Producing a minimum of 44 recommendations for quickly actioning meaningful change 


Key findings playback within 30 working days


AXA UK Minimises Bias in Recruitment with Resource Solutions’ Inclusivity Audit


One of the world’s largest insurance companies, AXA UK, has always ensured their Diversity and Inclusion priorities were more than just an agenda item; but rather, a key pillar of their employer brand. To further advance their longstanding commitment, they wanted to ensure every aspect of their candidate journey aligned with their Inclusive Recruitment strategic goals – to build a diverse talent attraction plan through industry best practices. 


Having worked closely with our diverse hiring practitioners on previous programmes at Resource Solutions, AXA UK commissioned us to conduct our Inclusivity Audit of its recruitment practices through seven D&I lenses (ethnicity, disability and neurodiversity, LGBTQ+, age, socio-economic background and faith) across 12 stages of their candidate journey.

Our method – the first of its kind and considered one of the most progressive and forward-thinking audits available in the UK – applies a D&I framework drawn from over 60 peer-reviewed academic papers and studies to parse out what aspects of an organisation’s hiring processes and career content are perpetuating bias. 


Our Inclusivity Audit carefully analysed 279 data touch points for bias. Additionally, we reviewed: job adverts for biased and gendered language and wording; facial representation across career content; technical barriers; and recruitment and selection processes that were unknowingly exclusionary to particular groups.

The report we provided to our client led to the implementation of 36 proactive, purposeful and actionable recommendations that would drive immediate and long-term change, including:

  • Implementing a ban on asking direct questions around a candidate’s salary and training hiring managers to focus on candidate salary range and expectations to avoid perpetuating gender pay inequality
  • Offering an Adjustments Concierge to ensure all candidates are given the opportunity to be their best when interviewing at AXA UK
  • Updating the job search functionality on the careers page to highlight non-traditional working pattern opportunities
  • Updating the way diversity data is requested and captured for accessibility purposes 
  • Creating an inclusive calendar that captures the dates of religious holidays, festivals and celebrations to offer candidates more flexibility when choosing an interview date 
  • Creating an anti-nepotism policy to drive meritocratic hiring


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