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.
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