Paul Mudd

It’s said that first impressions count, what if the first impression of your organisation is a job advert? Unfortunately, role descriptions can be susceptible to unconscious biases, especially when written by hiring managers and not HR & TA professionals. Understanding how to communicate vacancies in an inclusive way will support your social value and increase the engagement of a diverse pool of talent - taking advantage of the future skills economy.

In recent years, companies have placed more emphasis than ever on their Diversity, Equity & Inclusion (DE&I) processes. And for good reason, it’s an essential part of building a resilient workforce. Despite the progress made in implementing strong DE&I systems for permanent workforces, there is often a lack of clear action beyond that. Yet there are many areas where improvements can be made to create a more holistic DE&I program. We know that many companies want to do the right thing, but simply don’t know where to start.

Diversity, Equity, and Inclusion (DE&I) was a topic near the top of the agenda for most companies in 2022. And yet, research shows that a huge % of senior leaders are finding their company's lack of progress troubling. So what's causing the gap between talk and action?