039 What Does True Inclusivity Look Like In Recruitment? Part 2 of 2

“Rhetoric is just hot air if you don’t translate what you’re saying into action.”  In the second of a two-part special, we’re continuing our chat with Emma Freivogel of Radical Recruit about truly inclusive recruitment.

We all know that people with protected characteristics cannot legally be discriminated against, but have you stopped to think about other types of people?  Unfortunately homeless people, ex-offenders, care-leavers, people with disadvantaged backgrounds don’t have any such protections, so there is no regulation of how they are treated in the workplace and no legal recourse if they are discriminated against.

Today’s episode is hard hitting, Emma is brutally honest in how she thinks we don’t do enough to be genuinely inclusive.  For example, it’s all well and good to identify unconscious bias in a workplace, but then you have to actually take action.  And anyway, shouldn’t we be aiming for being consciously unbiased?

If you think you’re inclusive, you need to listen to this to be challenged and make sure you really are!  In short, Emma has set out to prove that with the right support anyone can get a job they like and build a life they love.

About Emma Freivogel

Emma spent 17 years working with people who are largely under-represented in the labour market due to their protected characteristics and/or really tough backgrounds.  These are vulnerable people with so much to give, but are not given a chance.  Prior to Radical Recruit, Emma managed return to work services but found these were diluted down versions of what these people needed and deserved.  She also noticed that recruitment agencies often inaccessible to radical people, so she decided to challenge the status quo and bring about radical change.

Contact Emma:        

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