CassonX is committed to supporting the principle of equal opportunities and opposes all forms of unlawful or unfair discrimination on the grounds of any Protected Characteristic (PC) including sex; race (including colour, nationality, ethnic or national origin); religion or belief; age; disability; marital status and civil partnership; sexual orientation; gender reassignment; pregnancy and maternity.
This policy covers vacancy advertising, recruitment and selection, training, promotion and conditions of service and is compliant with the following legislation:
CassonX are passionate about diversity & inclusion and are not interested in D&I-washing, where companies simply tick boxes, use selective statistics to prove one thing or another, or treat D&I as yet another compliance or legal hurdle to navigate. Above is our statement, legally correct, technically accurate, thoroughly under-whelming.
The truth is D&I is complex. There is no magic panacea, no single metric, no silver bullet. It takes thought, knowledge, and effort to effect meaningful change, to genuinely understand the many facets of a recruitment process, onboarding strategy and retention plan to actually make a difference.
It requires all parties pulling in the same direction, including us, as a source of candidates and our ability to assist in navigating the process of securing a hire, and the recruiting organisations, our clients, who themselves cannot simply keep score, but must partner with their suppliers.
Since the late 1990’s, our non-executive Director, Noel Marshall, has been deeply involved in the Diversity & Inclusion initiatives across a huge range of Financial Services organisations, has seen ideas that seemed silly but produced amazing results, processes that helped, campaigns that delivered, but also has seen just as many, if not more, well-meaning but ill- thought through plans, that fail to deliver.
From the start of a process, understanding what is really required in a role, what experiences are genuinely necessary and which are nice to have, what skills could instead be attributes, through to candidate attraction, the interview process, offer management, on-boarding and retention, there are a myriad of small but highly effective techniques and attitudes, that through the laws of incremental gains, can be harnessed to achieve great results.
CassonX itself is an incredibly diverse business, we take all of the legally allowed measures to understand the diversity of our candidates and we obviously have properly thought through statements and processes, but for organisations that are genuinely committed to D&I as a way of life and not just a strap-line, we are able to offer a comprehensive consultancy service delivered by Noel to ensure that no stone is left unturned in achieving the best results.
For further information please contact James Manders, Managing Director via james@cassonx.com
