We believe the recruitment sector has a huge role to play in the diversity story. If your company would like to become ‘Creative Equals Certified’, please get in touch. There are two phases to this: we train in unconscious bias as we believe everyone has to understand why they make - and their clients make - the decisions they do. We will give your front-line staff unconscious bias training, plus coach in our seven-point charter. 

 

Our charter

1.

Hiring WOMEN/DIVERSE CANDIDATES BASED ON POTENTIAL

With so few people from diverse backgrounds in senior positions, the hiring pool is limited. We will continue to hire the same types of people unless we look at CVs in a different way, particularly with gender. We ask companies to consider hiring from ‘one-rung down’, then training employees on the job.
 


2.

ONE IN THREE DIVERSE CVS ON LONG AND SHORT-LISTS

Many of our agencies still receive all-male, all-white applicant lists. This is no longer acceptable in today’s job market. While companies will hire who is right for their team, without a diverse long list or the ‘Rooney Rule’ in place, they will continue to hire the same type of people.


3.

DIVERSE JOB ADS AND IMAGERY

We’re asking recruiters to commit to creating gender-neutral job ads and imagery. We’ve all seen it before: the job spec asking for the ‘rock-star creative to lead the team to glory’; the ‘right-hand man' to partner with our executive creative director. We’re asking recruiters to write job ads that appeal to all. We recommend using Textio. 


4.

GENDER NEUTRAL TEAMS WITH DIVERSE TEAMS ON ANY CLIENT

Many women are put on the ‘female brands’ – they become pigeon-holed and as such, they gain a ‘pink portfolio’. This then has biases against it. We ask for anyone to work on any brief.


5.

MONITOR THE MATERNAL WALL BIAS

We know mothers and fathers find it very hard to come back to the job market after a career break. They face ‘maternal bias’, where employees assume they’re less committed to their jobs after their extended break. We ask recruiters to proactively help returning parents to negotiate flexible working hours, video interview candidates (as many face childcare commitments) and work proactively to bring this group of talent back into workplaces; to see their break as a ‘life experience bonus’ rather than a career set-back’.


6.

NEGOTIATING SALARIES TO CLOSE THE PAY GAP

There is a gender/ethnic minority pay gap of about 18-20%. We ask all our recruiters to negotiate fairly in a bid to close the pay gap. We know women don’t move up the pay scales in the same way as their male counterparts, and we believe recruiters can actively play a part in ensuring candidates pay progression is in line with industry standards


7.

MEASUREMENT

Lastly, if it doesn’t get measured, it won’t get done. We’re asking companies and recruiters to implement their own KPIs - based on lists, hires, timings and costs. 


Recruiters who are signed up and trained in our charter: