We’re passionate about improving diversity in our business however we’re only at the start of our long term journey and there is plenty more action required to get us to where we want to be.
The starting points are our diversity loop, charter and commitments, below. We recognise that not only will a demographic and cognitively diverse team improve the Jossie culture but we believe there will be significant commercial upsides; for us it's an absolute no brainer.
JOSSIE Charter
"By having a more diverse team we will perform better as individuals and as a Jossie team. To do this we will provide equal opportunities by reducing unconscious bias, which will lead to improved demographic and cognitive diversity. In turn, this will enhance our culture and help us maximise our financial performance."
The overwhelming feedback from clients in recent months is that they want to better understand D&I in our sector. So in January, we commissioned our first piece of research into D&I across support roles in Private Equity and Alternative Investments.
The aim was to highlight the current situation, demonstrate the benefits of D&I and outline how clients can work with recruiters to meet their D&I objectives.
Open up the diversity conversation & share the benefits with the Jossies
Ensure diversity & language remains a long term business priority
Create a Jossie 'Diversity Charter' to support the 'Jossie Diversity Loop'
Ensure all suppliers & agencies are clear on our charter & diversity objectives
Re-design the Jossie internal interview process to focus on values & skillset to reduce unconscious bias
At Joss Search, we live by our values. It's what our clients, candidates and colleagues expect from each and every Jossie. These values underpin our journey and have allowed us to be successful in the right way.
we
Are social.