Robert Walters Capability Statement - Australia - Flipbook - Page 25
A ‘diversity lens’ to our process
Partnerships with purpose
Leveraging insights from our inclusivity audit, our
strategy is guided by strong ESG drivers, combining
human ingenuity with data-driven sophistication.
Our partnerships play a pivotal role in bolstering our competency and
toolkit to support us build a diverse and inclusive workforce.
Structural
Through our commitment to industry engagement
and success stories, we have built a community. We
tap into our established network to gain trusted
referrals and a more diverse pool.
RW Adify, our language analytics app, scrutinises all
wri琀琀en communications by identifying exclusionary
language.
Our market intelligence team can conduct data-led
market analysis, ensuring unconscious bias does
not limit our candidate reach in the search and
shortlisting phases.
We compare results from all search strategies to
ensure a logical and inclusive shortlist that re昀氀ects
the market demographic rather than relying on our
professional networks alone.
Cultural
We assign two consultants to each candidate
interview to ensure diverse and balanced
representation within our shortlists. Through
our internal ED& I training and workshops,
our consultants have the toolkit to ensure
that con昀椀rmation bias does not impact their
decision-making. In addition, we provide detailed
breakdowns to o昀昀er transparency of our process
and shortlisting methodology.
Personal
We know the person behind a CV by taking the
time to learn their unique stories. We support their
personal narrative and present the whole person
to the our clients.
As a Supply Nation member, our commitment to diverse
procurement processes has resulted in over $90k+ with local
indigenous businesses. We’ve also partnered for training,
research, and thought leadership (e.g. podcasts).
Connected through our growing partnership with TupuToa in
NZ, we are now a member of the CareerTrackers program.
We look to welcome interns into our business soon to mentor
and create pathways for indigenous people.
Souths Cares was built upon supporting Aboriginal and/or
Torres Islander people. Through our partnership, we have
raised over $18k and led employment workshops to support
the next generation.
Recruitment Panel
We encourage all hiring managers to consider the
following strategies:
• Two client representatives when reviewing
candidate applications and 昀椀rst round interviews.
• “Blind” review of the shortlist to remove
unconscious bias.
• Gender-balanced recruitment panel.
Through our longstanding partnership with SheCodes,we
have supported a range of workshops to inspire, teach
and mentor. We have created opportunities for women in
technical careers across AU.
With a leadership team comprising 56% women, we’ve fostered an
environment for innovative talent strategies, mentoring like-minds and
leading positive change for tech and engineering industries. We’ve also
established trust talent partnerships with Aboriginal and/or Torres Strait
Islander businesses and communities.
Intro | Contents | Services | Permanent | Contractor & temporary | Payroll | Executive | Consulting & SoW | Call centre & ops | Inclusivity audit | ICM | Campaigns | Market intelligence | ESG
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