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Carter Murray recognises that authentic diverse recruitment practice starts from within - it’s our consultants who empower and enable us as a business to attract and effectively represent diverse candidates.
Our Diversity & Inclusion strategy has a focus on internal training, policy and experience - if we educate ourselves, understand privilege, become aware of our unconscious bias and constantly challenge it, we then appreciate and understand our candidates beyond their profiles.
We understand that we have a critical role to play in improving best practice throughout the recruitment process, becoming a credible recruitment partner to our clients and in turn supporting them in the development of their own D&I strategy.
D&I Internal Training
Our mandatory global training programme includes unconscious bias, behavioural awareness and values-based elements, and is delivered to all new starters and existing employees.
We aim to empower our consultants with a deeper understanding of D&I so that we understand the influence that our thinking has on our external recruitment practices.
We are proud to partner with myGwork, an award winning business community for LGBTQ+ professionals, inclusive organisations and anyone who believes in workplace equality. myGwork helps to promote diversity and inclusion both in the workplace and beyond by offering its members a safe space where they can connect with inclusive employers, find jobs, mentors and professional events, which makes it an ideal partner for our brand given our strong commitment to diversity and inclusive within recruitment.
Through our volunteering programme we are developing a better understanding of power, privilege and social change. We are connecting our consultants to ‘local realities’ and educating ourselves on the power of becoming change agents for social action. Our partnership with Benefacto is enabling us to make this happen across Carter Murray.
We are committed to working with organisations like Resurgo and Project Search. These partnerships enable us to initiate real action and support social mobility through employment. They also give us a sense of responsibility in terms of how we support those with real barriers to work by sharing our skills, expertise and resources.
Carter Murray recognises that a ‘company fit’ can create a group of recruiters who ultimately recruit and attract very similar candidates. We have revised our internal hiring process to encourage increased diversity across the business. This includes more inclusive decision making around hires, the removing of qualifications from CVs, educating our consultant recruitment agencies and looking at competence and potential rather than background.