Attraction and Recruitment

Many organisations rely on diversity monitoring to inform diversity, equality, and inclusion (DEI) policies and strategies as well as to track progress.

Diversity management is much more than recruiting from a wide talent pool. It’s about holding onto existing talent by creating a positive working environment.

This guide gives you a framework and quick tips on how to take an inclusive approach to recruitment. It provides tools to support your organisation as it adopts best practices during a wider journey towards an inclusive culture.

In Great Britain, flexible working is defined as a way of working that suits an employee’s needs.

This quick guide offers information from the Government Equalities Office about gender pay gap reporting requirements.

This quick guide offers information on the importance of off-boarding.

This quick guide offers information on the importance of onboarding.

This quick guide offers information on the importance of pre-boarding.

Best practice employers who wish to create truly inclusive workplaces will consider the individual needs of their employees and ensure they have sufficient support throughout their employment.

Many organisations have dress codes to regulate the appearance of their employees.

This guide explores the topic of work-life balance including the steps employers can take to ensure their workplaces are as inclusive as possible.

This guide aims to help you understand the potential benefits of taking an inclusive approach to recruitment.

This guide aims to help you understand the potential benefits of taking an inclusive approach to recruitment and the appropriate use of positive action.

This guide aims to help companies better understand how to treat underrepresented groups in the workplace.

This guide explains the impact of equality and diversity legislation on employment policy, with a focus on issues related to race.

This guidance is designed to allow you to recognise areas of risk and find proactive policies for creating a working environment that reflects your organisation’s inclusive approach to employment.

This guide is written for employers who wish to introduce agile working in their workplace.

This guide aims to help organisations better understand the process and the role of diversity monitoring in creating more inclusive workplaces within the UK.

This guide explores the topic of appearance at work.

This guide explains how employers can encourage individuals to share their personal data, which should always be done on a voluntary basis.

The Equality Act 2010 was introduced in England, Scotland, and Wales to simplify equality law in Great Britain.

This guide is written for employers who wish to introduce hybrid working at their workplace.

Amey is an infrastructure services and engineering company that helps the economy to grow by designing, maintaining, and transforming the nation’s strategic assets.

North East Ambulance Service (NEAS) NHS Foundation Trust is an NHS emergency health care provider that offers 999, 111, and patient transport services to people in North East England.

Pfizer is pioneering biopharmaceutical innovations to do more than just treat difficult diseases—they’re curing and preventing them.

Police Scotland was established on 1 April 2013. We are responsible for policing across the whole of Scotland including some 28,168 square miles.

The Mitie Foundation exists to provide varied life opportunities for disadvantaged groups within the communities where they operate.

In 2016, enei commissioned research with assistance from 11 participating organisations.

In 2020, MyKindaFuture (MKF) and enei published The Lived Experience of the Returner Talent Pool. This research was based on a survey conducted with a focus group of anonymous returners. A returner is someone who has come back to the workplace after taking a career break. The results of the survey were gathered into a report that examined the lived experience of returners.

On 17 March 2022, the Government published its Inclusive Britain policy paper to address racial and ethnic disparities and ensure fairness in the UK.

This event provided a practical examination of three workplace policies dealing with race.

In this month’s blog, our CEO Sandi Wassmer reflects on the changes enei are making to open our organisation up to the widest pool of talent possible.