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February 13, 2020

What’s your theory of change for recruitment diversity management?

I’m often told that it’s difficult to measure successful change in trying to hire more inclusively. How does it benefit the business?  

In my experience, the measure of D&I recruitment success is “What has changed?” eg We now have more entry points, including returner placements and apprenticeships at all levels.(easy to measure), We now know that we successfully hire a more representative workforce (easy to measure) and fill more vacancies (easy to measure) with better retention (easy to measure) and the candidates who we reject (easy to measure) are only rejected for legitimate, agreed reasons (bit more difficult to measure, but possible).  

What’s your experience of this?

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