Increasing Diversity In Recruitment Shortlists - People from Black and Minoritised Communities

We’re often asked by our clients about how to improve diversity in recruitment shortlists, so in response, we've launched a podcast series dedicated to sharing our approaches and learnings on EDI. This series delves into the specific dynamics of various protected characteristics, offering tailored insights and actionable tips to help organisations enhance their recruitment practices. To delve a little deeper into the specific dynamics of various protected characteristics, we'll be individually discussing the following areas: people from Black and Minoritised Communities, those who experience both physical, mental, and neurodiverse disabilities, and finally, gender and LGBTQ Community issues. We are conscious that there will be connected intersectional components throughout the series of course, but we feel this is a useful way to explore the subjects more deeply throughout. In fact, the connected dynamics being repeated will hopefully serve to emphasise their importance.  For our first episode, we focus on increasing representation for people from Black and Minoritised Communities. Join our panel of experts as we discuss:  What do diversity and representation mean in the context of recruitment and shortlisting?  What do people from Black and minoritised communities look for in a role and an organisation?  Proven strategies for ensuring your roles reach and attract diverse talent pools.  Practical steps to improve representation in shortlists, both immediately and in the long term.  Whether you're a hiring manager, HR professional, or organisational leader, we hope we’re able to provide you with actionable strategies to foster a more inclusive workplace.