At Edmondson Group, we have an actionable plan around diversity, equality, inclusivity and belonging and rather than seeing particular groups as ‘diversity hires’ see them as people in tech who make this ecosystem the fascinating place it is.
We go beyond the rhetoric of ‘empowering’, ‘championing’ and ‘celebrating’ and instead offer actionable strategies that seek to promote those who are underrepresented in our industry, regardless of sector.
Projects completed so far, include:
Free coaching sessions to women in technology looking to progress their careers or enter the technology industry
Coaching and mentoring of undergraduates from a diverse range of backgrounds seeking to enter the technology and cyber industries
Online events specifically for all women in tech who will/have experienced or are experiencing the effects of peri/menopause
Webinars for those who are underrepresented in technology, headed by guest speakers from organisations who specialise in inclusive practice
Coaching and consultancy programs for organisations looking to put the 'B' into DEIB
Roundtable events for CIOs, HR Directors and CISOs who identify as female
Our work with charities such as ‘Dress for Success’ whose aim is to ensure that all people, regardless of personal circumstances are prepared for interviews
Our advocacy and work with Mental Health in Recruitment
And not forgetting our podcast, 'Talent First', dedicated to discussing everything DEIB in the cybersecurity landscape hosted by Michelle Edmondson who is Managing Partner at Edmondson Group.
Working towards diversity and Inclusivity in all we do
50% of our own team at Edmondson Group identifies as female, and our search mandates have also had a high percentage of female hires at 41% for the year to date.
15% of executive appointments have been classified as ethnically diverse, with an increase in the number of successful hires of people from the LGBTQI+A community.
Through our consultancy service, we work with companies to eradicate unconscious bias in the language of advertising and role descriptions, leading to a more diverse candidate pool and successful search mandates.
We collaborate with our clients to identify areas of underrepresentation which then become a focus in our detailed market mapping report
We work closely with our candidates to ensure that they are a good fit culturally, that they will feel supported at the intended place of work, and that the organisation has policies and procedures in place to support them
Our teams ensure that they keep up to date with current procedure and policy, adhering to frameworks such as Advance HE’s Diversity Principles Framework to guarantee that we are offering the best advice to our clients around EDI principles.
Working closely as affiliates with organisations such as WiCyS (Women in Cyber Security) - a global movement dedicated to the advancement of women in this industry.
Our purpose at Edmondson Group is to support our clients as they look to fulfil their vision of a diverse and successful organisation and to support candidates regardless of age, race, ethnicity, gender, sexuality or class to fulfil their own potential.
Diversification is needed, but diversity of ideas, of approaches, of patterns of thought - the kind of innovation that only comes with deepening the talent pool, taking a proactive approach to avoiding unconscious bias in job descriptions and taking a fresh approach to recruitment, with succession planning always in mind.
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