22 Skyline | Edition 6 | Autumn 2023
Peter Gwilliam
Director Virtus Search
There is undoubtedly the need for business owners to realise that attracting and retaining talent is a changing landscape and there is now more than ever a need to be self-critical and transparent , to be open and vulnerable enough to encourage diversity of thinking , to be prepared to have perceptions changed , and be willing to adjust and modify the business model accordingly . That statement is true whether you have any intention of monitoring the diversity in your firm or not .
In this article , I will share initiatives that are less resource intense to illustrate how some lenders have committed to improving diversity and inclusivity within their own businesses .
A number of lenders explicitly and openly state their business approach to attraction , selection , and retention .
An example of this can be seen here :
“ We aspire to have a diverse and inclusive workplace and strongly encourage suitably qualified applicants from a wide range of backgrounds to apply and join us . We believe diversity enables better business outcomes . We also believe that a more inclusive workplace , where people of different backgrounds work together , ensures better outcomes for all staff . From application to interview , we place inclusion at the heart of all we do .”
To enable yourself to be able to live by such a statement , it is important to review the language used in the job descriptions and adverts to make them significantly less technical and increase accessibility by ensuring they are written in plain English .
Many have already begun the process of moving away from ‘ educational requirements ’ now only including actual requirements that would be needed by