Diversity in the public sector and not-for-profit organisations

We vigorously promote a culture of diversity within Page Personnel, demonstrating attitudes and characteristics that fairly reflect the society we live in. Due consideration is given to the recruitment, promotion, training and working environment, of all our staff.

Our public sector clients know that we share their commitment to diversity and that, consequently, any decision we make on a candidate’s eligibility is non-discriminatory. Making judgements based on a candidate's individual merits is at the heart of our policy and we’ve introduced more competency-based procedures to guarantee objectivity.

We advertise in a wide range of representative media, both online and in print. In addition, our Global Opportunities team is tasked specifically with sourcing candidates eligible to work in the UK from all over the world, monitoring and analysing numbers to guarantee diversity. However, our dedication does not end there.

We have a number of partnerships with external organisations including:

In addition to this, each of our offices work with local charities to support events and fundraising initiatives. Our sponsorship of appropriate events also means we get our message to the heart of key groups and communities. 

We believe that diversity is a constantly evolving priority where there is always more that can be done to enhance our own workforce and, indeed, to assist our clients in doing the same. We want to offer something over and above just monitoring and considering applications from a range of candidates. We want to provide clients with a tailored solution that addresses the gaps in their workforce. 

In a press release from GOV.UK in November 2017, on the diversity of UK based charities, it was found that men outnumber women trustees two to one. This means that the boards are not reflective of the communities that the charities serve.

In line with this, in a release published in March 2018, covering a diversity and inclusivity event, it was highlighted that Secretary of State for Digital, Culture, Media and Sport Matt Hancock said: “We need to open up opportunities to everyone in this country - because you’ll never serve the nation unless you reflect the nation.”

A lack of diversity within an organisation means that there is very little room for change or out of the box thinking. Those who are similar, tend to have similar thinking patterns and therefore can often fall fail to meet the expectations and of a larger, more diverse consumer base. In the not for profit and public sector, it is crucial for organisations to be sure that they are representing the wider group they support and be able to connect with the wider market that is key for volunteering, moral investment and donations. 

D&I is beneficial for any business both in the public and private sector. Not only do more diverse and inclusive organisations have higher levels of productivity and output but diversity and inclusion also cultivate an environment of innovation and creativity. Individuals who work in such companies are typically happier and more loyal employees, which is also an attractive selling point for new talent in the market.

Ultimately, professionals want to work in an environment where their ideas will be heard and respected. Diverse and inclusive workplaces attract top talent and in a talent-short market, when coupled with a strong and clear purpose, D&I is a powerful tool for the public sector to attract. 

If you would like to explore how we can help with your recruitment processes contact your local Page Personnel office today. Alternatively, submit a job spec and one of our specialist consultants will be in touch.