We hoped that you joined and enjoyed our open discussion on 25^th June which focused on Finding, Attracting, Hiring and Retaining Diverse Talent, with Evie-Rose Deighan, Talent Lead at Talentful.

We have been inspired and educated immensely and have followed up with Evie-Rose to continue our learning and share some further insights, thoughts and continue our journey.

How did you begin your own training to assist companies in becoming more diverse? Was there a particular lightbulb moment? 

Most of my career has been building technology teams in competitive markets, previously in London and now San Francisco. It was always quite startling to me how some of the most disruptive products in the world were being built by mostly homogeneous teams.

How can you expect to build a product for a global demographic, when most of the people building it look and think the same? Personally, I've always been an advocate for equal rights and inclusion.

Being in Talent Acquisition I feel I am at the sharp end of being able to effect change - be an advocate for and ally to the underrepresented, and build the companies and teams of tomorrow to reflect the diversity of the communities in which they are anchored.

How would you recommend companies react to the BLM movement to ensure their staff know they are supporting?

I believe companies should first recognise and acknowledge that this is not new, nor a topical trend that will pass. George Floyd was one black life lost in a long list of others, and the product of a system that not only fails to take action and implement change, but rarely encourages education or provides resources on how to implement that change.

Companies and individuals should first take the time to listen and learn by educating themselves on not only the experiences of Black people, but also their history and history of our society. Then take action! Writing a statement that you stand with the Black community is not a concrete action, and can feel like like a bandaid solution—unless there is commitment, strategy, and accountability that follows.

Clearly define this, and cascade that message to the rest of the business. Give people the tools to learn, the freedom to enact change, and encouragement to speak up.

How have you seen the landscape within diversity of companies change in the last few years?

I do feel progress is being made. I think diversity is no longer seen as an 'HR issue', or a box-ticking exercise, company leaders are recognising that diverse teams build better products/provide better service, and ultimately make companies more successful and profitable.

A big problem now is the shortage of diverse talent, which is the result of an education system that fails underprivileged and underrepresented students, a lack of roles models, and numerous barriers to entry.

What would you say is the easiest step for someone - whether board member or junior - to take for a better future?

Become aware of your own biases! There are so many resources out there to help you do this, including free online unconscious bias tests. Seek to educate yourself on the experiences of underrepresented groups, share what you've learned, and continue to have these potentially tough conversations about diversity and inclusion!

This subject must continue to be at the forefront of our conversations, ultimately becoming a norm and engrained in how we make decisions.