HARRISON HOLGATE: INSURANCE, REINSURANCE AND FINANCE RECRUITMENT

Diversity and Inclusion

SUSTAINING A DIVERSE AND INCLUSIVE ORGANISATION

Always ensuring access to a wide variety of views and perspectives.

At Harrison Holgate we believe that to build and sustain a diverse and inclusive organisation D&I needs to be driven from Board level down and integrated into every core people process.  We are critically aware of our role in this and regularly monitor our placement levels to track our own involvement. 

Increasingly, employers are recognising the business benefits of improving diversity and inclusion within their workforce.  This is from the top down, with diverse boards making diverse decisions and so on.  By recruiting individuals from a range of backgrounds, be it gender, age, ethnicity or sexuality, businesses gain access to a far wider variety of views and perspectives and this will impact productivity in a positive way.

What is unconscious bias?

First recognising the obstacles and then taking steps to attract diverse candidates is a key factor in developing a diverse workforce. For example this might include writing job adverts so the language doesn’t discourage certain candidates from applying.  However, history suggests we often tend to hire and promote in our “own image”, looking for people who are “like us” or share our own views or attributes.  This is a form of unconscious bias and whilst not intentional can often influence perception of what a “successful person” is.

Just looking at this one area, unconscious bias can have a serious underlying effect on hiring decisions when recruiting for your business.  At Harrison Holgate we believe there are a number of different approaches that can be used to reduce this, including:

  • Assessing blind CVs (removing certain information like gender and name, where someone was educated and possibly even the names of the companies they have worked for)
  • Peer Reviewing candidate information for discussion or even sharing prospective information with certain stakeholders for their views
  • Anti-bias training to approach recruitment more objectively

How we can help

We believe there are many things that can be done to allow employers to develop a workforce with a broad range of backgrounds.  We truly believe in embracing this approach and see many examples of the benefits from bringing in new ideas and development of highly productive workforces.

When approaching each project and to assist with D&I we will follow a structured process:

  • Defining the Vacancy and search criteria
  • Discussing and agreeing how best to advertise and market the vacancy
  • Agreeing parameters for the filtering and submission of candidate data with D&I objectively in focus
  • Agreeing with a client the type of interview process and style of interview to allow candidates the freedom to demonstrate their suitability
OUR DIVERSITY & INCLUSION CONSULTANTS

The experts at Harrison Holgate

Daniel Wexler
Daniel Wexler

CONSULTANT

Daniel has a BA (Hons) in Football Management and is an REC qualified recruitment practitioner – joining Harrison Holgate in 2018 to assist in building out our technical functions. 

As a valued member of the team Daniel offers help and guidance internally and externally and ensures in the resourcing and researching that we remain ahead of the curve in adopting inclusive policies and initiatives and that our ongoing methodology attracts the widest and most diverse range of talent possible.

Matthew Waters
Matthew Waters

MANAGING DIRECTOR

Matthew founded Harrison Holgate in 2006 following time in both the insurance and recruitment industry. His strong beliefs in fairness, honesty and in doing the right thing have been fundamental building blocks for the firm.

With a highly established and experienced team Matthew enjoys playing an active part in promoting D&I within the insurance industry and has taken several roles in the past including serving as a Regional Diversity Champion within the Chartered Insurance Institute.