Take the first actionable step in creating an inclusive hiring process
At Murray McIntosh, we see every day how EDI, or the lack of it, shows up in recruitment. How language in a job ad can unintentionally exclude someone. How inaccessible assessments deter great candidates. How bias can mean a whole pool of talent never even gets through the door.
As a recruitment business, we feel the responsibility to make sure our processes, and those of our clients, don’t simply tick a box on EDI but actively remove barriers, open doors, and create opportunities for people to thrive.
Equity, Diversity & Inclusion
At Murray McIntosh, we help clients remove barriers in recruitment so every candidate has a fair chance.
Equity
We create fair, transparent recruitment processes that remove bias and barriers, ensuring candidates are assessed on skills and potential, not background or circumstance.
Diversity
We help clients reach wider, more diverse talent pools. By connecting with underrepresented groups and expanding networks.
Inclusion
We advise clients on inclusive job descriptions, interview panels, and onboarding practices. The aim is to create environments where every candidate feels valued, empowered, and able to perform at their best.
Making a difference.
When it comes to equal opportunities, we often see a lot of sweeping statements. We talk a lot about the need to make things fairer within the hiring process, within the workplace and in terms of career progression, but unfortunately, we rarely see any real change.
We know that diverse teams perform better, and our consultants are committed to working with our network to ensure that this focus is embedded across each assignment we undertake. Diversity, we believe, cannot take place without inclusivity, and vice versa. At Murray McIntosh, diversity and inclusion has always been embedded in everything we do.
Working to create an unbiased process.
Diversity is an integral part of the make-up of UK businesses today. Yet, for the full effect of this to be realised, it must happen in tandem with inclusion. Exploring these two areas should be a starting point when pinpointing your talent management strategy.
When we think about diversity, that focuses on who is sat at the table; from graduate and entry-level roles, through to middle management and those at boardroom level, these positions (and the candidates that fill them) all require our attention. Each role matters and each voice counts. We must recognise that each individual is different and has a unique contribution to put forward. They should be empowered for who they are and what these contributions can bring to a business.
Inclusion is an indicator and product of good leadership and management, so embedding inclusive behaviours within organisational strategy and individual performance measures is a critical challenge. It is not enough to have a diverse workforce if you are not prepared to implement a culture and an ethos that accepts the value they bring.
Get free resources for your organisation and lead the way for EDI!
It remains critical that managers take necessary action to populate the team with a broad diversity of thought, but also instil a culture where acceptance and understanding are a priority. Regardless of sector, organisation, or department, there is a real imperative to see teams bolstered by the diversity of thought that comes by listening to the voices of a truly representative team.
We've created some free resources that will help you make a start in leading the way for real change. To get your free copy, click the "Let's get started" button below or email info@murraymcintosh.com.
- Diversity Detail Report
- Diversity & Inclusion Checklist
- Our EDI brochure
Our team of consultants are committed to levelling the playing field and providing opportunities for every candidate to excel in the recruitment process.
