Diverse Hiring
Helping employers create deliberate, measurable and impactful inclusive hiring outcomes.
What is diverse hiring?
Creating a diverse, inclusive workplace that accurately reflects the communities you aim to represent requires an effective recruitment process that develops a workforce with underrepresented individuals from different backgrounds, based on ethnicity, gender, sexual orientation, age, and more. This mix of viewpoints can lead to a host of benefits for a company including:
- Innovation and creativity
- Better problem-solving
- Increased productivity
- Lower employee attrition
A business imperative
Demands for more diversity in the workplace from employees, shareholders, and other key stakeholders are now a business imperative. Moreover, ethnically and culturally diverse boards are 40% more likely to have higher profits compared to low-diversity boards. Our pioneering data-informed hiring audit removes biases, from the recruitment process allowing you to create a diverse workplace.
Unlock the potential of a diverse workforce: 6 key benefits
Increased profitability
Organisations with high levels of diversity are up to 120% more likely to reach their financial goals.
Enhanced talent attraction
In a competitive talent landscape, candidates seek purpose and belonging. A diverse workforce attracts this sought-after talent.
Lower staff turnover
In-demand, skilled talent are disproportionately more likely to quit. their jobs if an organisation's values do not align with theirs. A diverse workforce can help with employee attrition.
Faster innovation
Organisations are capable of innovating faster due to a wide range of different perspectives and experiences offered by employees.
Higher employee engagement
A diverse workforce boosts belonging and engagement among employees benefiting the entire organisation.
Competitive edge
Prioritising diversity provides a competitive edge. Diverse teams offer different perspectives allowing for improved problem-solving capabilities.
Meet our Diverse Hiring Practitioners
“Recruitment processes, technology and content often advantage some communities and disadvantage others. This hidden bias can introduce barriers to under-represented candidates and this bias needs to be identified and minimised. We specialise in data and research-based analysis and auditing to help organisations achieve genuinely meritocratic hiring.”
Tom Lakin, Global Practice Director, Resource Solutions
“Observing the transformation of audit recommendations into reality is the most gratifying aspect of my role. Our audits not only highlight innovative initiatives within these organisations but also provide insights into areas where improvements could be made. By delivering best-in-class examples and customised solutions, we've enabled these organisations to take meaningful steps toward creating more inclusive recruitment processes.”
Pip Wells, Diverse Hiring Manager, Resource Solutions
Hear what our clients have to say
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Having joined Phoenix late in 2021 with a large TA transformation agenda, I was keen to understand what we did well in our talent attraction, acquisition, and onboarding processes and as part of that, how we fared from an inclusivity perspective. Post audit findings, we delivered quickly on some of the actions as part of Phase I in 2022 and we have a number of initiatives to roll out over the course of this year (Phase II). A highly insightful audit that I’m pleased we commissioned, and I’m excited to invite RS back at the end of 2023 to provide their verdict on our enhancements.
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The DEI audit was an additional benefit that Resource solution provided as part of our onboarding of Global RPO win. Open to suggestions, I was taken back by the thoroughness , quality of investigation coupled with analysis on the impact of the recruitment process through seven different Diversity & Inclusion lenses. We left the sessions with a clear GAP analysis and an immediate ‘to-do’ list that outlines the steps we can take to achieve our diversity objectives and goals. Louise and Pip delivered an excellent presentation, distilling the facts and research clearly and in an empowering way. Valuable piece of work and curated very professionally.
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Working with Pip and her colleagues at Resource Solutions has been great. The output of their analysis, supported by a host of tangible recommendations for action across our geographies, not only helped us – with that “outside in” lens – to corroborate and further align our thinking in what we knew we had to change in our HR communication and collaterals, it also gave us the focus and energy to do so and to take this on globally and, indeed, swiftly. It also helped us feed and steer the employee and business leader led DE&I workstreams in our regions and the global focus on actions beyond awareness building and beyond gender.
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I had been hearing fantastic things about Resource Solutions Diverse Hiring Team, and it just made perfect sense for us to team up for a Diverse Hiring Audit. Having an external set of eyes look at our processes was invaluable. We chose to use a three-pronged approach and audited the graduate, lateral, and executive hiring processes. Since implementing the recommendations from the audit, we've experienced an uptick in female and ethnic minority candidates. The positive results were evident within just six months, and the impact over a twelve-month period is undeniable. Resource Solutions truly delivered, and their insights have been a game-changer for us. I highly recommend this for anyone wanting to enhance their EDI recruitment efforts.
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The inclusivity audit provided us with a wonderful opportunity to understand what we are doing well but also what we can do better. Such an in-depth look at our practices has given us a wide range of exciting opportunities to improve our recruitment practices and to ensure they are truly inclusive. It supports our Trust Strategy and our People and Culture Plan to become an inclusive organisation where we embrace diversity, value difference, and ensure equality of opportunity for everyone.
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We loved that when we got the recommendations they were broken down by protected characteristics, and this has been really helpful, and has crucially helped us link this to our strategic goals. The audit has been really helpful in helping us keep ourselves accountable too.
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The inclusivity audit provides a recognised standard in the world of diversity and inclusion for organisations to reach and then build upon. There can be no doubt that in order to thrive and offer a place where people truly belong, it is essential that NHS trusts have inclusive recruitment practices. We are very pleased for what this process has given us - the ability to grow.
RECRUITMENT INCLUSIVITY AUDIT
Drive meaningful change in your organisation
Our Diverse Hiring Practice has been working with clients across APAC, EMEA and North America to minimise bias in hiring since 2015. Initially, these projects were impactful but lacked cohesion.
In 2015, the team built a Recruitment Inclusivity Audit, analysing an end-to-end recruitment process for bias through 8 diversity lenses. This audit analyses every single candidate touch point in a recruitment journey, from the moment a candidate starts their job search online, through to careers page content, application process, interview and selection and onboarding. This approach enables end-to-end visibility and transparency of active and hidden barriers and bias.
The audit process typically lasts 4-6 weeks with key strengths, weaknesses and actionable recommendations played back in a workshop at the end of the audit.
What are the benefits?
The audit acts as a ‘mystery shopper’ – providing a deep analysis of what an organisation is currently doing brilliantly (and should keep doing) as well as the weaknesses where bias is prevalent (and should be minimised). The audit provides an actionable list of detailed, fact-based, recommendations aligned to each of the 8 diversity lenses, providing a ‘to-do list’ to enable meaningful change. Audited clients can action these changes in weeks rather than months or years.
How is it utilised?
This audit serves as a pivotal starting point to strategically reshape your talent acquisition process, ensuring it becomes genuinely accessible and inclusive to candidates from underrepresented backgrounds who are often overlooked and neglected at some stage of the hiring journey.
The audit findings and recommendations are then shared with key change-makers in an organisation from ED&I and HR leaders to EXCO and C-suite.
HIRING MANAGER TRAINING
Inclusive Recruitment & Innocent Ignorance training
What is it?
Recruitment and ignorance awareness pinpoint unconscious biases within the hiring process. It highlights where decisions influenced by stereotypes or preconceptions, often made unknowingly, impact decision-making when hiring.
Unlike unconscious bias training, our Inclusive Recruitment and Innocent Ignorance training focuses specifically on immediate behaviour change – flagging our ‘innocent ignorance’ and practical steps to mininise or remove bias in our behaviours.
Training is delivered in an engaging virtual session (intimate or large-scale) to hiring managers, by our award-winning Diverse Hiring Practitioners.
What are the benefits?
Hiring managers will ultimately be the reason an organisation is diverse and representative of the community, or not. It is hiring managers who are both the ‘gatekeepers’ and ‘evangelists’ of an employer. Therefore, it is vital that these managers are upskilled and brought on the diverse hiring journey – rather than ‘tick box’ exercises, our training provides meaningful, useful, and practical skills that simply enable the hiring managers to make better, meritocratic hiring decisions.
How is it utilised?
Our clients typically identify priority groups of hiring managers to launch the Inclusive Recruitment & Innocent Ignorance training – often hiring managers who have not previously engaged with ED&I, managers of teams with disproportionately low diversity, first-time hiring managers or managers of high-growth teams. Sessions are either 1-hour online sessions or 2 hour in-person workshops.
Additional Diverse Hiring Services
Project Unbias
Project Unbias is a behavioural science ‘anonymised sourcing’ study which compares typical recruiter behaviour with ‘anonymised sourcing' (this is when photos and names are removed from a candidates LinkedIn profile).
Gender Data Audit
Gender Data Audit leverages the most complex gender data available to compare market supply of female talent against where women are over and under-represented in your workforce. This module is essential if you are considering quotas and targets for your business.
Job Advert Audit
RSAdify assesses job advertisements for inclusive language, gender bias, readability/language complexity, sentiment, tone and mobile friendliness. This audit provides real-time insights and opportunities to improve. Job rewrite service actioning the issues flagged in the audit is also available.
Diverse Hiring Toolkit
The Diverse Hiring Toolkit is a specially curated toolkit for your business, introducing a minimum of 12 actionable initiatives for you to deploy. Presented in a face-to-face or virtual 90-minute briefing, you will receive the findings in PDF format with unlimited distribution within your business.
Neurodiverse Hiring Event Design & Delivery
Inclusive hiring events designed to remove all barriers to success for neurodiverse candidates. Similar to Autism friendly shopping hours, this service enables you to re-engineer your hiring process in a controlled pilot environment and allow neurodiversity candidates opportunity for fair assessment.
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ADVANCING DIVERSE HIRING WITH AN INCLUSIVITY AUDIT
Phoenix Group is the UK’s largest long-term savings and retirement business serving c.13 million customers and owns brands such as Standard Life, SunLife and ReAssure. Phoenix wanted to ensure that diverse hiring is hardwired into every part of its recruitment processes, and partnered with Resource Solutions to gain an understanding of where bias existed within their end-to-end recruitment and hiring process using a pioneering Inclusivity Audit delivered by Resource Solutions.
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REENGINEERING THE RECRUITMENT PROCESS AT ANSELL
Ansell is a global safety solutions company that specialises in providing protective equipment and safety solutions for a variety of industries, with operations in over 50 countries. Committed to creating an inclusive and equitable workplace where all candidates and employees are valued, Ansell partnered with Resource Solutions to conduct a Diverse Hiring Audit on their recruitment process to identify any potential biases that could impact the hiring of underrepresented groups.
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49 ACTIONABLE RECOMMENDATION
THAT POWERED MEANINGFUL CHANGEKing's College Hospital NHS Foundation Trust, a prominent London teaching hospital, values diversity in its workforce to offer compassionate patient care. To enhance diverse hiring, they partnered with Resource Solutions to utilise their groundbreaking Diversity Audit. They identified 257 potential bias touchpoints and provided 49 actionable recommendations for meaningful change in alignment with the hospital’s strategic workforce goals.
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36 IMPACTFUL RECOMMENDATIONS THAT ENABLED DIVERSE HIRING
AXA UK, a major global insurer, has consistently prioritised diversity and inclusion, making it a pivotal aspect of their employer brand. To further enhance this commitment, AXA UK partnered with Resource Solutions for an Inclusivity Audit across seven diversity perspectives in 12 stages of the candidate journey. This innovative audit drew from 60+ academic sources leading to 36 impactful recommendations.
ED&I
How critical are hiring managers to ED&I success?
Your hiring managers hold the paint brush for your workforce canvas, and their decisions shape the fabric of the organisation. We shed light onto how hiring managers hold the key to better inclusion, and how best to empower this responsibility.
ED&I
The corporate implications of bias ignorance
There is comprehensive proof that a lack of diversity in a workforce can lead to strategic and financial detriment. We shed some light on some symptoms you may see when your organisation fails to adopt a comprehensive diverse hiring strategy.
ED&I
Are your vendors delivering on diversity?
Since 2015, we have supported our client partners to minimise bias within their hiring process. Through our experiences, we have derived four key questions to ask when considering a recruitment vendor to meet your organisation’s diverse hiring goals.
