The country is in a united state of joy following the Platinum Jubilee. As I write this blog, I can only say this: what a way to celebrate 70 years of Queen Elizabeth II’s reign! Up and down the country, people got together within their communities to mark the occasion. But how does this relate to why an EDI (Equality, Diversity and Inclusion) Charter is so important?
When I saw the Jubilee Pageant moving along Parliament Square towards Big Ben, with all its colour and splendour, I realised just how diverse and inclusive our country really is. It is therefore a meaningful and opportune time for Teare Executive Search to launch its own EDI Charter. I am proud to work for an organisation which is committed to finding talented people from all backgrounds, whilst helping our clients maintain an inclusive culture.
Our pledge to our candidates and clients is simple. We find the right people for the right jobs, whilst taking positive action to ensure diversity. I have recently joined Teare Executive Search, having spent several years recruiting commercial candidates for some of the most important roles in public life. As a result, I am used to being held to account by the general public for the quality - and diversity - of candidates.
I have sat in many Boardrooms of major organisations during the appointment of Non-Executive Directors, being scrutinised by selection panels for the diversity of the candidate field. In this instance, my role was to find and engage people from diverse backgrounds and/or those with protected characteristics to reflect the communities they serve. My experience combines best practice and a national reputation for designing processes to achieve good outcomes.
Our EDI Charter showcases our practice and approach to finding good people:
Identifying - diverse pools relying on an excellent network of sources and contacts.
Approach - how we position and articulate an opportunity to candidates is critically important to how we “hook” people in.
High-quality engagement - relying on open, honest and frank discussions beyond the initial approach. This ensures candidates can buy into the culture and mission for the organisation. The questions they ask clients at this stage are often critical:
What is your mission, culture and values, and how diverse and inclusive are you as an organisation? What is your approach to wellbeing at work? Do you have affinity groups and networks? What is your approach to flexible working? What career paths are there and how are they assessed?
Mark Bate
Associate Director - Teare Executive Search
If you would like to know more about our approach to recruitment processes and how you can bring more diversity to your organisation, then get in touch.
Mandy Turpin, Director, Teare Executive Search on 01625 315 017 or via email mandy.turpin@teareexec.com
