Finding the best people for the job.
We believe that hiring decisions should be made on capability, skill and potential, not on ethnic origin, gender identity, sexual orientation, disability, age, socio-economic background or religion. None of these variables should factor into your chance of getting hired.
We also believe that diverse teams are more successful, something which has been supported by numerous studies. However, for a number of reasons, many companies are not great at hiring and retaining diverse candidates.
Take La Fosse, for example. We’ve always been proud to be a caring, values-led company, but we know we’re not a diverse one yet. We know that we can do better, so we’re working on fixing this – there are countless brilliant and talented diverse candidates for our business, and we are committed to doing more to reflect the diversity of our clients, candidates and local communities. Not just because it’s the right thing to do, but because we believe it’s better business. Diversity of experience, perspective, opinion and approach are all part of what makes us stronger as a team and better able to serve our clients and care for our candidates.
We also believe we have a role to play in the wider job market. We’ve built a reputation for providing the best candidate care in the industry, which places us in a strong position to advocate for candidates and support our clients in their diversity plans, challenging practices where needed to achieve meaningful change.
La Fosse Associates does not tolerate discrimination. We are committed to being part of the change that’s needed, not only in our company, but in the industry, country, and wider world.
We don’t have all the answers, so we plan to develop both our offering and this policy through listening, learning and adjusting along the way – if you would like to let us know your feedback, ideas or perspective, please do email our Chief People Officer directly – Jackie.Dane@lafosse.com.
How are we tackling discrimination?
- Giving our teams the tools to challenge potential discrimination through candidate knowledge and client relationships
- Training our team members to make sure they understand both legal and ethical requirements.
- Continuing to train all our managers to ensure they are objective during candidate selection.
- Improving our internal recruitment processes to make sure we can find, attract and recruit the best candidates, whatever their background.
- Consulting with our employees to identify and address any internal disguised issues.
- Reviewing our employee proposition to ensure we can support all current and future employees in their personal success and development goals.
- Ensuring all employees are managed in a fair and equitable way within the performance management framework.
- Provide fair and transparent pay structures and reward systems.
- Providing a space where employees are comfortable bringing their authentic selves to work.
- Providing a safe and accessible working environment that values and respects the identity and culture of each individual and that is free from discrimination, harassment and victimisation.
- Engaging with external industry networks to share our experiences and learn from others.
- Investing in futureproof (free course opening up jobs in tech to people who couldn’t otherwise afford the studies needed to access them).