Our Approach to Diversity - Recruitment Process

Our Commitment to Diversity At GoodmanMasson Masson recognise in diversity, At Goodman we we recognise powerpower in diversity, and withand our services the gateway weemployment, are committedwe to with ourbeing services being to theemployment, gateway to advancing inclusion within recruitment.

are committed to advancing inclusion within recruitment.

Aldenaire & Partners

Our Commitment to Diversity

Diversity & Inclusion Within Our Recruitment Process Searching and Advertising Recruitment and Selection Monitoring and Reporting Our top D&I tips Summary

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Searching & Advertising Job spec criteria & advert review We review all job specifications and challenge the criteria to ensure we can attract a representative talent pool.

Sharing data to inform decision-making We look at criteria that is included in job specifications.

For example, we can utilise LinkedIn Insights tool to highlight the perceived gender split for certain qualifications are different e.g.: ACA Accounting Qualification

ACCA Accounting Qualification

36% F

46% F

64% M

54% M

By making our clients aware of data like this, it helps them understand the impact of having certain criteria in their job specifications.

Sharing data to inform decisionmaking.

Advertising in new places such as: Social media / Local networks As well as LinkedIn we have successfully used other social media sources, such as local Facebook community groups, to reach additional talent Specialist job boards: if required we can advertise via specialist boards such as Diversity Jobs and BYP for an additional cost

Building relationships with existing networks Our specialist recruiters work with their specific diversity focused networks to promote opportunities and increase awareness within their industries. For example, we have partnered with Women in Data Science who aim to inspire and educate data scientists worldwide, regardless of gender, and to support women in the field. Some of these networks are shown below

Our specialist recruiters work with their specific diversity focused networks.

Creating new networks where they don't currently exist In certain industries where we have noticed imbalance but struggled to find networks that are driving change, we have created our own networks to help address this.

Examples include Building Balance, a mentoring programme to encourage Women in Development, and Programme One a network of recruitment industries addressing the significant underrepresentation of Black talent within recruitment.

Checking language and ensuring accessibility We run all adverts through a gender de-coder which picks up on any language that is subtly ‘gender-coded’ and may discourage people from applying. We have also implemented Recite Me to ensure our website is fully accessible.

Utilising Technology By giving all our Recruiters access to the best search and advertising technology such as LinkedIn Recruiter and LinkedIn Talent Insights, we enable them to map the full market, gain a real understanding of the diversity of local talent pools and broaden our reach beyond those of our competitors

Creating new networks where they don't currently exist.

Recruitment & Selection Understanding positive action We train all our consultants on all aspects of D&I best practice, which includes understanding positive action and when it can be used to help provide diverse shortlists to our clients.

Implicit bias testing As part of our D&I training, all members of Goodman Masson are asked to complete implicit bias awareness. By raising awareness of internal bias, we hope to drive conversation and create accountability. We then discuss examples that contradict stereotypes and encourage employees to work towards reducing bias and encouraging Conscious Inclusion.

All employees are asked to complete implicit bias training.

Consulting on the interview process We advise all clients on the importance of creating an inclusive recruitment process to drive change in organisations. The key parts of this include: Highlighting clear D&I vision / aims from the start Talking through policies and processes which support your D&I goals Including D&I focussed questions in the interview Making reasonable adjustments where required Considering the diversity of those involved in the decision-making process Reviewing what is being asked in the interview Being flexible with your process

Consulting on the interview process.

Monitoring & Reporting Collecting data through the recruitment process We collect data at every stage of the recruitment process to allow us to pinpoint any areas of improvement. We can assess how different demographic groups engage with Goodman Masson from Registration and CV submission to successfully getting an interview through to securing the role.

Sharing our Data The McGregor Smith ‘Race in the workplace’ review highlights that currently, no large business has a truly diverse and inclusive workforce from top to bottom, but through publishing data the best employers will be able to show their successes and encourage others to follow. Click here to review our latest report. Not only does publishing our report allow us to be accountable, it shows us where we need to improve and allows us to be open and honest with our clients.

We collect data through the recruitment process.

Providing benchmarking data It is useful to compare the demographic representation of Goodman Masson’s applications to external sources such as ONS data, Stonewall and Scope to allow us to set realistic targets. We also have the tools and network to allow us to provide real time benchmarking reports for our clients. These reports can include gender insights, market trends and comparisons to ONS statistics to help clients also set realistic targets.

An example of our sexual orientation benchmarking is below:

GM Applicants

ONS

Variance GM v ONS

*Stonewall

Variance GM V Stonewall

Heterosexual

85%

95%

-7%

94%

-7%

LGBTQ+

6%

2%

0%

6%

0%

Prefer not to say

7%

-

-

-

-

*we have included Stonewall's data as we believe it is important to consider specialists sexual orientation organisation data

Providing benchmarking data.

Our Top D&I Tips Ensure you are clear on your D&I vision, goals and work you are doing to become a more inclusive employer Partner with agencies that are prioritising D&I and understand your D&I goals Know where your gaps are Use positive action where you can Know what good looks like for your organisation Do things differently: same things = same results, different work = different results!

Normalise talking about unconscious bias. We all have this, therefore it is best to understand what you can do to be consciously inclusive Use data: Track diversity at multiple stages to pinpoint any problem points and address these accordingly. (Goodman Masson can do this for you when partnering with you) Use benchmark information so targets are realistic (Market reports / Talent Insights reports) Be open to learning Understand that diversity is your reward for being inclusive

Use positive action where you can.

Summary As we continue on our path of learning and driving change, our focus is to advance inclusion in recruitment – both for Goodman Masson and for the clients we partner with.

Goodman Masson will be transparent with our progress, share our learnings and implement changes to support our progression with diversity and inclusion.

If you would like to discuss this more, please contact your consultant, Catherine Kellaway or Lenna Cumberbatch.

Our focus to advance inclusion in recruitment.

Contact Us www.goodmanmasson.com info@goodmanmasson.com T : +44(0)20 7336 7711