DE&I: Diversity, Equity, and Inclusion
We’re passionate about helping companies create a diverse and inclusive workforce – browse our services and case studies here.
67% of job seekers say a diverse workforce is important when considering job offers
DE&I Recruitment Support
All Searchability consultants receive in-depth DE&I training, including:
Understanding identity, 2010 protected characteristics, reducing bias, inclusive recruitment, client DE&I support, positive action and technology to support DE&I objectives.
Understanding your objectives and targets
We operate our sourcing without prejudice, bias or discrimination, however thorough objectives gathering will allow consultants to be more aware whilst recruiting.
Removing gender bias from job adverts
We are able to analyse jobs through a gender bias decoder to understand any hidden implications of language used to support gender diversity goals.
Removing unconscious bias from the selection process
Consultants review CV content – skills, experience and background first. We utilise a number of platforms, many of which anonymise candidate details prior to engagement to help remove any unconscious bias within selection.
Targeted marketing / events
Our additional services extend to targeted marketing campaigns and Meetup organisation / facilitation, so if of interest for your DE&I goals we could explore these avenues to assist with your objectives.
Measuring success
Monitoring where we are performing in line with your DE&I goals. We’re making conscious steps to move towards and align these expectations.
Access our
Gender Bias Decoder
Gender Bias Decoder
Every consultant at Searchability sources talent without prejudice, discrimination or bias. By using Gender Bias Decoder with advertising roles to ensure that no dominating gender stereotype phrases are being used. This is particularly beneficial when looking to increase applications from female tech candidates.
Anonymising candidate data
Alongside this, we utilise several platforms to anonymise candidate details prior to engagement, to help remove any unconscious bias within selection. Our consultants review CV content looking only at skills, experience and background first then culture second.
DE&I support:
Employer Branding
In addition to recruitment support to attract diverse talent through Searchability, there are a number of employer branding services clients can access through our sister brand Holler to support their objectives.
DE&I Strategy
A successful DE&I hiring strategy should start with an internal viewpoint. We help uncover key ways to promote DE&I talent attraction through your existing cultural truths, and develop a clear strategy to increase diversity across your workforce.
Culture & Employer Brand Audit
We take DE&I a step further, with a full employer brand strategic audit designed to uncover your employer strengths, and action points to impact change from within. We shape culture blueprints to drive key business and DE&I objectives as you scale your workforce, globally. As part of this process we can also review adverts, website, and hiring processes for inclusivity.
DE&I Data Insights / Analysis
We conduct external talent research along with internal employee surveys to uncover data insights for your DE&I and wider talent attraction objectives.
Content Creation / Targeted Paid Social Media
Our award-winning marketing team can create a raft of content to engage specific candidate demographics. This can include blogs, branded graphics, videos, podcasts, social media posts, website collateral, paid social campaigns and more.
Candidate engagement and candidate experience
We’ll help map out an inclusive and optimised candidate journey, along with engagement strategies to ensure your brand drives a reputation as an employer of choice for your key DE&I audiences.
Benefits package review
Depending on your objectives we can provide insight into DE&I accessibility for your employee benefits. We look at how inclusive and balanced your offering is across – different genders, age groups, religions and race, parents, disabilities and more.
"Searchability rise to the daily challenges of our role and candidate sourcing with brilliant communication, positivity, and teamwork"
Carrie - Recruitment Coordinatir at CapgeminiCase Study:
Capgemini - Women in Tech
Capgemini approached Searchability with a need to adapt their recruitment strategy to be more focused on creating a diverse and inclusive workforce, particular with a desire to increase gender parity for their UK tech teams.
KPI's and unbiased selection
We set KPIs and ensured that when presented with a diverse talent pool, our hiring managers were able to select purely on merit. This meant offering training and advice to hiring managers on how to interview without bias and discrimination.
Targeted campaigns
We create targeted campaigns featuring female STEM professionals on images to showcase female representation and create a sense of belonging to potential candidates. We exhibited at Women in Business and Technology EXPO by Karen Brady. Networking with female representatives from Capgemini, to help understand the key motivations for female tech employees in the market.
Inclusive process
We adapted our recruitment process to fit with the hiring needs. Their Account Manager conducted 1st stage interviews, not only speed up the process, but primarily to accommodate individuals doing school run etc. Candidates were given 25% extra time if they had dyslexia. As well as creating a tailored candidate journey including branded interview confirmation emails to include relevant company and employer proposition information for prospective candidates.
Representation
As Capgemini had a strong intention to increase females within the workplace, we aimed to pair female candidates with female interviewees so they the candidate knows it’s possible for them to achieve. As their Account Manager at Searchability was female, she was also able to assist with this process too.
Results
Overall, we placed 107 candidates within Capgemini (in a 2-3 year period) with female percentage increasing annuall:
Year 1 = 26% F | 74% M
Year 2 = 28% F | 72% M
Year 3 = 32% F | 68% M