Diversity & Inclusion: What role can Executive Search play? Diversity Inclusion Survey Report | Page 34

Inclusive Actions Know your clients’ Diversity & Inclusion vision, goals and any targets. Offer your support to the Head of Diversity, Inclusion or Equality (if they have one). Be proactively part of the solution to the challenges they face. Know the research – what’s the business case for greater inclusion? (See footnotes on page 7 for examples). Use this to help clients to understand the value of looking at alternative candidates. Where possible, collect diversity data and provide meaningful data and analysis to your clients. Inform clients of trends in their decision-making, particularly if there isn’t proportional representation of under-represented groups. Understand the impact of unconscious bias in the recruitment process so that you can put in place systems and checks to mitigate its effect. Use your knowledge of unconscious bias to advise clients when you see it affecting their decision-making process. Incorporate inclusive recruitment practices such as gender-neutral job descriptions, raising the profile of critical decision factors such as flexible working, limiting job descriptions to essentials not desirables, adopting the Rooney Rule (see page 14), and wider search criteria. www.invenias.com | [email protected] / 34