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Delivering Diversity through disinterest

In Category: Thoughts
Published: 14/05/2015

We were encouraged recently to consider our diversity profile by a client. We have a published Equality and Diversity policy that is given to everyone when they join but I can’t remember the last time I looked at it: nothing relevant to the policy has ever arisen in our hiring or the work we do for our clients and I cannot imagine a set of circumstances in which it could.
 
As a specialist London Legal recruitment company we focus solely on the caliber of the person when hiring; we don’t think we are being politically correct in taking this approach we simply like working with really good people and know that our clients feel the same way. 

Within the business at present we have people actually or ethnically from Belgium, China, Hong Kong, Iran, Portugal, Scotland and, erm… Essex. 

We have fluent speakers in a surprising 12 languages in addition to English; they are: -

1.    Arabic
2.    Cantonese
3.    Dutch
4.    French
5.    German
6.    Hebrew
7.    Mandarin
8.    Polish
9.    Portuguese
10.    Russian
11.    Spanish
12.    Swedish

We have a Male/Female ratio of 75%/25% which we had not looked at before. We do not have any colleagues classed as disabled but we are a growing company so it is just a matter of time. We do not ask people to tell us their religion, gender or sexual identity and take the view that it is none of our business: we do however know that we have Atheist, Agnostic, Catholic, Jewish and Muslim colleagues. We certainly have people who were privately educated as well as those who have come through a state education system.

We have absolutely no idea who will join us next, where they might be from or how a statistician may define the various facets of their life. We do know that they will be really good, they will be fun to work with and that none of the above will matter to them.

Written by Mark Husband

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