Are you looking to create a senior management team that is highly experienced, resourceful and diverse? Has your talent pipeline sprung a ‘diversity’ leak?
We can help.
Unparalleled insider insight
We know exactly who you are looking for, and what traditionally stops you, and other agencies finding them. That’s because we are them. We don’t need to be trained in how to find your future hires because we understand the market from the inside.
Through access to broader talent pools, attention to detail and our nuanced eye for talent, we deliver high potential, stand out candidates that bring diversity of thought, experience, skill and capability to your middle and senior management teams.
Identifying your ‘diversity leak’
Whereas many consultants try bringing diverse talent across from senior levels (where the pool is already low), we hone in on the part of the pipeline that is leaking. Research shows that middle-management is where employees (often women) are lost, and targeted intervention is needed. Focussing here means that potential obstacles can be worked through early and employees feel motivated and able to progress when the time comes. Resulting in a home-grown senior level which is effective, resilient and diverse.
Access to wider talent pools
We work through a retained recruitment process only – conducting a thorough, detailed and confidential search. Many make the mistake of deploying talent acquisition strategies that focus solely on the easy to find, ready to move, active candidate – which limits your reach and restricts what those searches return. We believe this is a missed opportunity and with support, education and adjustments, organisations will gain the advantage of accessing broader talent pools.
Inclusive role models
We do not promise homogeneous, ‘cookie cutter’ versions of the ‘ideal’ employee, but instead something better: highly qualified, tenacious, and skilled talent that will not only excel in their role but diversify your workplace culture. Your new hires will become aspirational role models for other women and men in the organisation.
In time, you’ll continually be able to draw on this talented, diverse pool of middle management already working for you when it is time to fill senior positions.
Case Studies and Testimonials
I nervously applied for a role which I saw advertised through Inclusivity and received a call from Lisa at Inclusivity. I couldn’t have been made to feel more at ease. Lisa was fabulous from the very start. She is efficient, encouraging and energising. I was successful getting the role, however the help and encouragement I received from Lisa boosted my confidence and made me believe in myself which may have come over at the interview. Taking time out of your career whatever the reason is tough when you want to return. Inclusivity have a fabulous model to help you along the way – and they’re fun to chat to! I still have my coaching sessions to help me through the early weeks for which I’m really grateful. This is a great programme so if you’re hesitant about a return to work, don’t be.
Elspeth FairgrieveReturner, Phoenix Group
Coaching was a key element to the success of our Returner Programme. The support that Helen was able to give our candidates was extremely valuable. Naturally, adjusting to a new role can be challenging, especially for those who have had a period of time out of the workplace. The coaching provided an opportunity to talk through scenario’s and to discuss how to approach different situations to ensure a successful outcome for all. I know that the candidates found the coaching very helpful and all have a huge amount of respect for Helen as she helped them all make the most out of the opportunities they were given.
Helen combines a wealth of experience and wisdom with an empathetic and insightful approach, the candidates very quickly found they could talk very freely with Helen which meant they were able to make the most of their time with her.
Rachael Grieve Nomura
I cannot express my gratitude enough to the amazing individuals at Inclusivity & Nomura who created and ran this exceptional programme. It has been an absolute privilege to be part of it. Inclusivity provided me with inspiration and prepared me for the challenges ahead ensuring a smooth transition to employment. Their external coaching gave a unique perspective and ensured that I focused and gained all I could from this programme.
JaneNomura Returner
Inclusivity Partners helped us successfully delivery our first ReCareer Programme in 2017. They expertly helped us shape our programme and we were delighted to find four experienced and talented women to take part in our programme. What stands Inclusivity apart is their commitment to preparing the candidates and developing their confidence so that they get the most out of the opportunity. From finessing their CVs to providing interview coaching, Inclusivity fully prepared the candidates who came to our selection event. Stephanie & Jessica delivered some memorable development and support sessions for the participants and their line managers which have been highly beneficial to their progress and enjoyment of the programme. I don’t believe we would have been able to deliver such a successful programme without Inclusivity’s support and we would not have accessed the incredible talent that is hidden in the returners market.
Liz LiddleStrategic Resourcing Manager, Virgin Money
After a pro-longed career break from Telecommunications, it was remarkable to receive the guidance of Inclusivity who championed my job search and offered personalised support for my journey back into the corporate world. Women returning to their careers really do need the extra support from recruiters, such as Inclusivity, to match their skills with progressive companies who appreciate the benefits of recruiting an untapped workforce of skilled women. Corporates can outsource their returner programme to Inclusivity so that they may attract the best candidates and ensure a smooth transition for women returning into mid to senior level roles.
Jacqueline ScottBusiness Manager, O2
After a three-year career break and numerous disheartening conversations with traditional recruiters, it was enlightening to speak with Inclusivity. Their optimism and enthusiasm gave me hope and confidence not only that I could return to work, but that employers were interested in returners. After months of fruitless searching, within weeks Inclusivity found me not one, but two jobs, which were far superior to those that I had been looking at.
Camilla SpeckCIBC Bank
