At Sayer Haworth we understand the importance, and tangible benefits, of developing and maintaining an inclusive business culture. We are committed to demanding and improving greater ED&I, as a company and for the businesses we recruit for and will continue to provide our clients with opportunities to discuss and explore best ED&I practice. Together we can achieve greater parity across boards and senior management teams.
Ensuring ED&I throughout our recruitment process
We have taken a number of steps to ensure we recruit in the right ways for our clients. Our processes have been interrogated and fine-tuned to achieve as broad representation as possible.
Working closely with our clients, we aim to attract a diverse talent pool in our searches, understanding that employee engagement is higher in those organisations that have a clear ED&I strategy.
We offer our clients:
– An analysis of current ED&I make-up of the board and senior leadership team.
– Suggested targets for the specific role, and/or more generally, if required.
– Unconscious bias training where needed.
We also endeavour to provide diverse long and shortlists for all appointments, to include a fair representation of women and of people of colour. Where this is not achieved, we will show what efforts have been made to achieve this, and why it has not been possible to do so.
How we support Diversity & Inclusion
Networking – We proactively ensure that we connect with our broad network to ensure any potential profiles are sourced from diverse backgrounds.
Mapping & Research – We demonstrate our search process throughout, with a target of a 40% diverse shortlist.
INED/Chair Talent Mapping – We are constantly mapping the market for future talent; this incorporates individuals from a diverse background.
Anonymising CVs – Research and short/long lists do not show the gender, ethnic background or indicate the age of a profile.
Psychometric Profiling – Shortlist candidates are profiled using the Lumina Spark tool, this provides characteristics of a profile that does not show in an interview process.
Candidates’ views on D&I – We probe a candidate’s views on ED&I and include this in the profile and presentation of the CVs.
Candidate support – During the selection process, we provide candidate support to answer questions, address any concerns and ensure that they are prepared for interview.
Candidate selection – Throughout the evaluation process we provide guidance on the interview process and share best practices on how to reduce the impact of unconscious bias.
On-boarding and Induction – We provide guidance to our clients on best practice processes for on-boarding and induction.
Thought Leadership and Events – We regularly facilitate discussions for businesses to come together and discuss ED&I issues, and what tangible steps can be taken to improve the status quo and drive genuine change. We offer unconscious bias training as well as advice and practical support at the search and selection stage.
Recognised Bodies – We remain committed to the Women in Finance Charter and the 30% Club, and will continue to explore, and commit to where appropriate, further ED&I charters for our industry as and when they arise.
We are proud to have signed up for the Women in Finance Charter, for more details of this commitment, please click here