Take the first actionable step in creating an inclusive hiring process
The moral imperative for diversity and inclusion in business and society has never been greater.
It is not enough for firms to simply make pledges, there must be dynamic and sustained changes made across a wide range of industries.
Accessibility, Diversity, Equity & Inclusion
Accessibility and DE&I is everyone's responsibility, but at Policy by Murray we’re taking action to create an inclusive hiring process. 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.
Accessibility means that people can do what they need to do in a similar amount of time and effort as someone that does not have a disability. It means that people are empowered, can be independent, and will not be frustrated by something that is poorly designed or implemented (.GOV)
Diversity recognises that everyone is different in a variety of visible and non-visible ways, and that those differences are to be recognised, respected, valued, promoted and celebrated. They may include, but are not limited to, differences protected by equalities law. (CIPD)
Inclusion is the practice of including people in a way that is fair for all, values everyone’s differences, and empowers and enables each person to be themselves and achieve their full potential and thrive at work. (CIPD)
Making a real 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.Submit Quick Enquiry
Free resources for your organisation
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 email@example.com
Our team of consultants are committed to levelling the playing field and providing opportunities for every candidate to excel in the recruitment process.
Ready to start making a difference?
Take the first actionable step in creating an inclusive hiring process, arrange to speak with a member of our Policy recruitment team.