Inclusivity Training Session

Inclusivity Training Session

Those within Sanderson Government & Defence have had their fifth training session with Chikere Igbokwe, with this one focussing on ‘Inclusivity’ of candidates, the role you play as a recruiter and what it means to be truly inclusive and an ally within the workplace.

Chikere also touched on the importance of speaking up when bias occurs to ensure everyone gets a fair and equal opportunity.

Below are some responses from those on the training session…

“I am fairly new to the world of recruitment within Government & Defence and I'm still learning how to approach certain situations, due to the nature of our work. However, these sessions have enabled me to approach candidates/clients with a fresh perspective and new language, which ensures I can be an inclusive and active ally to all of my future connections.” – Olivia King

“It’s been great to see how immersed everyone has been during the training sessions. Chikere has created an open safe space where we are encouraged to ask questions and share thoughts freely and without judgement – which is absolutely key when it comes to topics that can be considered ‘taboo’ or ‘uncomfortable’.” – Chloe Davies

“The sessions have made me think about the recruitment activities at BAE Systems Digital Intelligence and how we can be inclusive. This could be that we do an extended interview for people with a speech impediment. Or doing virtual meetings for people that have mobility issues.” – Jack Smiddy

“It has really made me realise that as recruiters we play a crucial role in ensuring that everybody has a fair and equal chance in accessing opportunity. It's abundantly clear that we must challenge the biases, blockages and hurdles that are still very much present in society for a number of diverse groups.” – Adam Seddaoui

“As a young female in Government & Defence IT/Tech recruitment these sessions have made me realise the bias females can face. It has also opened my eyes to biases I was not aware of. We have to speak up and be an active ally for things to change in the future of recruitment. From these sessions and from conversations had in the office I have learnt we can do this by calling out any form of bias, micro aggressions and any form of discrimination be it big or small, as well as educating ourselves.” – Ruby Maynard

“As a member of the LGBT community, I am not only aware of the injustices that people of my community face but can actively see how other marginalised communities face discrimination in the world. These informative sessions have taught us how to make our hiring processes as inclusive as possible, an equal playing field for all eligible candidates, and making sure these incredible opportunities are as accessible as possible to all.” – Harry Jones

“We've spent the last few months delving into white privilege, unconscious bias, micro aggressions and allyship, among other things and having the level of understanding that I now have (albeit minimal - more to come) I feel a better recruiter, friend, man and member of society.” – Marcus Rudd

Having a diverse and inclusive workplace is essential to ensuring employees feel safe, heard and that they belong.

Five benefits of having an inclusive workplace:

  1. Lower turnover – People often leave companies because they feel undervalued. Organisations that acknowledge and appreciate employees for their work tend to retain them longer

  2. Higher job satisfaction – Employees who feel safe and comfortable at work and valued for their contribution are more satisfied and productive
  3. Increased employee morale – Happy, satisfied, and productive employees tend to bring this energy to work and influence their co-workers. This uplifts the vibe of the workplace
  4. Stronger company performance – when people feel included at work, their sense of belonging drives positive performance, encourages better collaboration, and leads to higher engagement
  5. Bigger talent pool – Sticking to the same recruitment process likes gets you the same type of people. Expanding your search to tap on diverse candidates not only opens up your talent pool but also boosts your chances of finding the best candidate

Chikere says;

“How do leaders create positive change and empower their employees to become active allies? By creating a safe space for EVERYONE to learn, have conversations, ask questions, admit themselves are on a journey and not be afraid to make a mistake.”

“This is just what Nick Walrond and his team at Sanderson Government & Defence have done. And as Active Allies, they know the importance they have in their industry and how they have to use their power and privilege to create change. With a lot of hard work and self-education, they have been on a journey, and they are creating positive change as Active Allies. And how proud am I of them.”

How to achieve inclusivity in the workplace…

  • Educate and train managers
  • Effective listening and communication
  • Engage employees from all walks of life
  • Transparent decision-making process
  • Design the office for everyone
  • Sex and gender sensitivity