Robert Walters Recruitment Inclusivity Audit
Identify biases and eliminate barriers in your selection process
Selection processes have evolved over time, incorporating added systems, content or technologies. While these processes may offer a functional talent selection service and experience, biases will likely still exist at every stage of your process.
Our Inclusivity Audit analyzes every point of contact with the candidate during the selection process , from the description of the vacancy for that position, to the website and its internal talent section, the application process, the interview, the selection and the incorporation. This approach provides end-to-end visibility and transparency into active and hidden barriers and biases.
Drive significant change in your organization
Demand for greater diversity in the workplace from employees, shareholders and other key stakeholders is now a business imperative. Additionally, boards with ethnic and cultural diversity are 40% more likely to achieve superior profits compared to boards with low diversity.
Creating a diverse and inclusive workplace that accurately reflects the communities your organization aims to represent requires an effective hiring process that develops a workforce with diverse people based on ethnicity, gender, sexual orientation, age, and other variables. This combination of points of view can generate a series of benefits for a company, including:
- Increase in innovation and creativity
- Better problem solving
- Increased productivity
- Less employee burnout
Unlike many diversity initiatives, our Inclusivity Audit focuses on significant, specific and addressable changes , ensuring that clients receive an immediate list of points to implement to achieve these diversity objectives and goals.
The audit process will last between 4 to 6 weeks and the main strengths, weaknesses and practical recommendations are worked on in a specific workshop in the last step of the audit.
Our end-to-end inclusion audit is the most advanced diverse hiring audit available and analyzes the impact of hiring processes through eight different lenses:
Our eight lens approach
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01
Age
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02
Gender
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03
Ethnicity
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04
LGBTQ+
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05
Disability and neurodiversity
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06
Beliefs and religion
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07
Beliefs and religion
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08
Beliefs and religion
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