Check out our Case studies
Challenge: Why a prominent key financial organisation was not getting enough diverse talent despite having rolled out several initiatives with positive action to encourage more diverse talent to apply to the department.
Approach
-
We carried out a discovery and baseline exercise to understand the existing outreach/ development programmes and initiatives on offer. We carried out a thorough examination, looking at their entry requirements, right through to governance and impact assessments. As you’ve probably noted, we are all about understanding the root cause/surrounding factors that influence issues.
-
For this case study we will focus on the Recruitment side of things.
Recruitment Observations :
We identified several pipeline issues in the recruitment process in this organisation:
-
65% of entry to mid-level roles were filled through the departments graduate scheme
-
Only 20% of roles were advertised externally
Our analysis observed that this meant that this strategy created a barrier to employment for BAME candidates. The recruitment process for graduate schemes has proven to be difficult for those from underserved groups (of which BAMEs make up the majority), which is evident from the stats above.
Some of our fab Recommendations:
-
To provide employability support programmes to BAME and other marginalised groups to prepare them for applications/interviews
-
To review the language used in job descriptions/ marketing using tools such as Textio- to ensure they are not biased
-
To make more roles available outside of graduate scheme entry route
Implementation
Our client loved us so much that they asked us to assist with implementation!!
Here’s some of what we did:
-
We provided our EMPLOYABILITY COACHING PROGRAMMES to prepare BAME candidates for applications
-
Through our industry knowledge we set best practice principles for them to adopt and act as a guide for the future
-
We engaged with universities with a higher demographic of BAME students and set out a Work ready programme between the organisation and university
​
SUCCESS
Outcomes after 1 year look at their outcomes:
-
Increase of 35% of BAME candidates applying for the graduate scheme
-
Graduate recruitment success rate increased by 8%
KEY: We love being able to support organisations make the changes they struggle with, but even more so, we love to help our beneficiaries get the coaching they require to be successful.