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Diversity in recruitment

Diversity at our heart

We do not believe in throw away statements about diversity. Instead, diversity is at the heart of everything we do and is crucial to our success, reputation, and the organisations and people we work with.

2020 has taught us that it is not good enough to simply not discriminate and we must do more to create positive change. With this in mind, we are proud that we have been actively working to become an Anti-Racist and more inclusive organisation.

We recognise that unconscious bias exists and must be minimised. We have put processes in place to manage them. In 2019, all our staff undertook unconscious bias training, and we will ensure that new staff go through this training.

We have a position of influence as a recruitment company to make our positive contribution to change the systems that perpetuate discrimination, and with that comes a responsibility to do better.

We work tirelessly to ensure we lead inclusive campaigns and projects that can encourage all members of society to apply and know that they will be treated with decency and respect.

We support equal opportunities in employment and oppose all forms of unlawful or unfair discrimination on the grounds of gender, age, ethnic or national origin, religion, sexual orientation or disability.

We do this believe that a more diverse not-for-profit sector will provide better leadership to accelerate positive change in society. We are proud to have an exceptional track record of leading inclusive recruitment campaigns that enhance board diversity.

As a recruitment partner, you can expect us to:

  • Constructively challenge you if you have exclusive and restrictive criteria in your role profiles;
  • Ensure the advertising materials for your role use inclusive language and imagery;
  • Promote your role within sector specific networking forums wherever possible (e.g. Women, Ethnic Minority, Disabled and LGBTQ* networks);
  • Put diversity at the heart of the projects we are undertaking, when talking to your staff and board to ensure we are reflecting the people and communities you work with and for;
  • Challenge inappropriate behaviour, practice and comments where required;
  • Make reasonable adjustments as needed.

Our commitment to building diverse organisations starts with us, and we are proud that Women, LGBTQ+, Disabled and people from Ethnic Minorities consider Peridot a great place to work.

‘It’s not going to be good enough to ask a few peers within your network, or post only to one or two job boards and then wonder why this does not attract diverse candidates. You need to be proactive, strategic and set yourself some goals as to how you are going to make your organisation more diverse’.

Read the rest of Bilgin’s blog on diversity and recruitment on the ACEVO website.

Bilgin Yuksel

Encouraging diversity in our workplace: small changes but big impact

Student union recruitment with Bill Yuksel

We understand the barriers to recruiting a diverse workforce.  We operate flexibly to empower and support our staff, firmly believing that it enriches internal and external relationships, and enhances the knowledge and experience we bring to our clients’ recruitment and retention issues. All of our staff have the opportunity to work part-time or from home on a regular basis as this helps them balance their family life.

Bilgin Yuksel, our Business Manager says: “I have severe dysgraphia (an autism spectrum disorder which affects the ability to write). Working in an environment where I write business critical documents, proposals and communications, had the potential to cause great stress for me.

The Peridot team have supported and empowered me to continue to write such documents by taking time to proof read and, more importantly, by understanding that any mistakes made are not due to a lack of effort or negligence. This has built my confidence and has seen me take on the responsibilities for handling critical external communications in external proposal documents as well as writing sector-wide publications.”

“I joined Peridot Partners after returning to work after maternity leave. The level of flexibility and understanding Peridot has given me has been phenomenal. They have enabled me to balance my home and work commitments and provided support through the transition back to work.

They were able to offer me a four day a week role and the opportunity to work from home two days a week, which I haven’t seen in many other consultancies. The flexibility in working patterns has been tremendously important to me and my family and has allowed me to continue my career whilst being a working mum.”

Annie Regan-Tighe, Business Manager – Fundraising Appointments

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