Despite being one of the world’s most developed countries, the UK has one of the poorest rates of social mobility. This means that in the UK an individual’s socioeconomic status can have impact on their work opportunities, making it harder for those from low-income backgrounds to experience the same opportunities as others from higher income families.
We take a look at how companies can embrace diversity and attract, engage and support an overlooked demographic that are suffering more as a result of the cost-of-living crisis, plus gain insight into the tools and technology which can enhance access to a wider labour market..
How can we create a candidate experience that is memorable, for the right reasons, whether the candidate is successful or not. Is it possible to merge a quality, efficient process with a positive candidate journey.
As a recruiter of 14 years I have found myself always looking for that unicorn candidate – wanting better, perfect, that impossible placement. That’s our job right? But what happens when you struggle to find that unicorn candidate… I am not talking about support with resourcing or drafting in a trusted recruitment partner – I am talking about in our own mindset. For me I noticed that I would doubt if I could do this job, I would believe I couldn’t fill the requirement, I would question if I should remain in recruitment. And most alarming, I would question my own value. I remember feeling so overwhelmed with ‘when will they find out I cannot do my job’. In this session I want to give you raw and vulnerable insights on how this has affected me and how I cannot cure your imposter syndrome but how as a community we can support each other to know we are not alone
We have a dream to make you the Employer of Choice so you can Attract, Retain, and look after your valued staff.
As DEI lead at Pfizer UK Dagmar supported by Ursula developed a multi award winning strategy to close the Gender Pay Gap.
Their mission is to create a more equitable world of work, in which everyone can reach their full potential and carve their own unique career path. To drive this positive change and to enable this cultural shift innovation is imperative. In this session they will share how to
Increase diversity in candidate attraction, application, hiring and promotion rates
Support everyone in a workforce to step up, progress and stay in senior roles
Empowering everyone to take the lead in their career, to have the courage to seize opportunities anddemonstrate their impact and value.
Ensure flexible working works for everyone
You will find the session valuable and impactful, if you
▶ know what you need to do, but struggle with the how to do it ▶ have lots of actions on the go, but not necessarily a strategy in place ▶ struggle with measuring your success and showing that the needle is moving in the right direction
This session will explore the evolution of the TA Role and understanding the value you provide to your business.
In the ever-changing world of employment, finding the right mix of permanent employees and interim professionals has become a crucial challenge for businesses. Let's explore the key trends shaping this balance. This is a 'fireside chat' including Q&A audience opportunity to pick the brains of the panel.
Hosting the chat is Andrew Grier: HR Leadership & Talent Acquisition Professional specialised in the analysis and change implementation of HR & TA solutions. Industry agnostic, having worked from bricks to chocolate, vets, and bingo, and including big orgs such as Mondelez (Cadbury) and Saint-Gobain, and smaller scale-ups like Intouch Games.
Andrew is joined by Andy Long: TA Leader who recently joined Restore PLC heading up their resourcing and bringing a significant track record of change and continuous improvement in big name brands such as RAC, National Express and NFU.
…and Colin Minto: A Global Talent Acquisition, Employer Brand and HR Technology Leader, Colin is also a Mental Wealth Coach (Burnout, Resilience, Stress, OCD and Anxiety), and EDI and Culture Expert with experience in organisations such as G4S - AXA - Marriott – HSBC.
Joining a new organisation is arguably one the most challenging periods in our working lives, it is typified by a steep learning curve and an inevitable period of being out of our comfort zone’. How can we as employers get the first ‘Vital 90’ days right.
We are more likely to have impactful, productive, engaged employees if we focus on building an onboarding experience that focuses on fulfilling three critical psychological needs! This session will focus on what are these needs with some practical examples of what your organisation can do to help with the first ‘Vital 90’ days?
In this session Felix Mitchell Co-CEO Instant Impact, will give hot off the press insights from our latest report into recruitment AI, Automation and Talent Intelligence. We surveyed 300 Heads of TA/HR and CEOs in SMEs to understand the recruitment tech landscape, how the latest in technology & talent insights are currently being used, and what they expect from the future.
Join us to:
• Understand how you can use the latest in AI and tech to drastically improve your recruitment • Gain unique insights from practitioners who have already started using AI & Talent Intelligence and are experiencing its benefits • Improve the candidate experience by bridging the link between AI and the human touch • And of course, access the headline results before our official launch of the report
Artificial Intelligence is marketed as a tool to make life easier but in reality is it making it easier for criminals to pose as your employees and is it putting your organisation at risk from data breaches and disgruntled employees?
We’ll be taking a look into some of the key areas and touch points of attracting and attaining passive candidates and why creating a consistent strategy is important
How to reduce your time to hire and increase retention by focusing on the 3 essential A’s of hiring: Alignment, Assessment and Acquisition
Diversity, Inclusion and Belonging has been spotlighted over recent years but has it lost its energy and ‘why’ in your organisation? Today we are going to hear how Wood is re-energising Diversity, Inclusion and Belonging to ensure all employees can bring their whole selves to work. We are all on this journey together and we would love to hear your own experiences in this session.
Diverse teams bring better problem solving, more creativity and more innovation to any organisation. This means better products and services that meet the needs of all of your customers. We know that businesses recognise this and want to recruit more widely and inclusively, but don’t know where to start. This session will provide you with top tips on how to become a disability smart recruiter by removing barriers from your processes and moving from legal compliance to leading inclusive practice.
What it means to be Neurodivergent The strengths and struggles – a spiky profile How to support Neurodivergent employees The positive impact of a neurodiverse workforce
Winning Equality, Diversity, and Inclusion (EDI) awards is not just about recognition; it is a powerful tool for attracting a diverse pool of talented individuals to your organisation.
In this session, you will:
Master the art of crafting award-winning entries: Learn the strategies and best practices for preparing compelling award submissions that impress award committees and showcases your organisation’s commitment and also act as a magnet for attracting diverse talents.
Navigate pitfalls: Address the invisible scripts and roadblocks in pursuing EDI awards and learn how to overcome them.
Leverage Recognition: Explore how winning EDI awards can enhance your organisation’s brand, drawing in diverse candidates who are seeking inclusive and equitable workplaces.
Join this session to discover how winning EDI awards can be a positive disruptor in your talent attraction strategy and position your organisation as a beacon for bridging the leaky talent pipeline.
We knew before the pandemic that disabled workers face both a disability pay gap and a disability employment gap, and this still remains the case with the employment rate of disabled people being 53%, compared to 82% of disabled people. Disabled people are almost twice as likely to be unemployed as non-disabled people, and 3 times as likely to be economically inactive.
The disability employment gap in the UK has remained at around 30% for the last decade, however many organisations are working hard to close this gap. Organisations that hire employees have a responsibility to be inclusive, and those that are, are reaping the rewards in the form of higher levels of innovation, productivity, and performance.
This panel discussion will explore how Purple Tuesday and their partner organisations have created disability inclusive recruitment practices, in order to attract and retain disabled talent, with actionable tips to takeaway.
As more organisations are looking to attract diverse talent to join their companies, Inclusive recruitment is a becoming an essential part of any DEIB strategy. This session will explore the end-to-end recruitment journey, from writing a job advert through to hiring a successful candidate and all the steps in between. You will learn:
SHL has over 40 years of experience in the recruitment and talent management industry with over 20 million candidates taking an SHL assessments every year. They also and have several active research programmes supporting Inclusive recruitment practices. Lucy Adler (Inclusion Director) will share key learnings around Inclusive recruitment – what good looks like, and what to avoid!