Recruiters’ vital role to educate clients on diversity
24 October 2013
Recruiters have a vital educational role to play if a truly diverse workforce is to be achieved across the UK’s financial sector, attendees at a diversity event organised by niche financial markets recruiter Radley James have heard.
Thu, 24 Oct 2013Recruiters have a vital educational role to play if a truly diverse workforce is to be achieved across the UK’s financial sector, attendees at a diversity event organised by niche financial markets recruiter Radley James have heard.
Speaking at a breakfast event in London yesterday, Amir Kabel (pictured), group diversity and inclusion lead at insurer Direct Line Group, said that recruiters needed to fight their tendency “to play safe” and “educate line managers and leaders” about the benefits of diversity.
“Diversity is not an HR initiative or fluffy-hand holding,” but a way to foster innovation and creativity, said Kabel. “It’s a business need,” he added.
“Recruiters need to be leading on this,” said Kabel, adding that they should be advising their clients "This is what I think this candidate can do for you”.
James Drysdale, managing director Radley James, agreed that educating hiring managers was important. Without that, he told recruiter.co.uk, “it is kind of pointless sending them the CV [of a candidate who hadn’t attended the usual universities, for example]. However, he acknowledged the potential “negative impact” on the business of submitting candidates that were radically different to that expected by clients.
“It’s about challenging that perception” and explaining to clients that they could benefit from a wider candidate pool “outside of their normal thinking and remit”, Drysdale added.
Simon Feeke, head of workplace at LGBT campaigning group Stonewall, urged recruiters to be “more proactive”.
Anthony Watson, managing director, chief information officer Barclays Europe retail and business banking, pointed to evidence that businesses run by boards that are truly diverse outperformed their peers by 40%.
Nicky Moffat, a leadership consultant and formerly the highest-ranked woman in the British Army, said that business leaders also needed to play their part by “giving people who are genuinely talented a chance”.
“Leaders need to percolate that understanding through the organisation for diversity to come through,” said Moffat.
Speaking at a breakfast event in London yesterday, Amir Kabel (pictured), group diversity and inclusion lead at insurer Direct Line Group, said that recruiters needed to fight their tendency “to play safe” and “educate line managers and leaders” about the benefits of diversity.
“Diversity is not an HR initiative or fluffy-hand holding,” but a way to foster innovation and creativity, said Kabel. “It’s a business need,” he added.
“Recruiters need to be leading on this,” said Kabel, adding that they should be advising their clients "This is what I think this candidate can do for you”.
James Drysdale, managing director Radley James, agreed that educating hiring managers was important. Without that, he told recruiter.co.uk, “it is kind of pointless sending them the CV [of a candidate who hadn’t attended the usual universities, for example]. However, he acknowledged the potential “negative impact” on the business of submitting candidates that were radically different to that expected by clients.
“It’s about challenging that perception” and explaining to clients that they could benefit from a wider candidate pool “outside of their normal thinking and remit”, Drysdale added.
Simon Feeke, head of workplace at LGBT campaigning group Stonewall, urged recruiters to be “more proactive”.
Anthony Watson, managing director, chief information officer Barclays Europe retail and business banking, pointed to evidence that businesses run by boards that are truly diverse outperformed their peers by 40%.
Nicky Moffat, a leadership consultant and formerly the highest-ranked woman in the British Army, said that business leaders also needed to play their part by “giving people who are genuinely talented a chance”.
“Leaders need to percolate that understanding through the organisation for diversity to come through,” said Moffat.
- See the latest edition of Recruiter magazine for how headhunter Suki Sandhu is leading a diversity charge in executive roles.
