Diversity Champions Cover

Hire Inclusively

Why Now

Two numbers that are already
shaping your shortlist.

29%
Average reduction in positive employer responses found in a major meta analysis of hiring discrimination against ethnic minority candidates.

AI screening can add a second layer of risk. Your shortlist may reflect automated filtering you did not fully test, and your diversity data may reflect that output.

European Economic Review, 151, 2023, Lippens et al. · ICO, AI tools used in recruitment, 2024
8.8%
Unemployment rate for people from minority ethnic backgrounds, compared with 4.3% for white workers.

A 4.5-point employment gap exists before shortlisting even begins. If your outreach relies only on standard channels, you may miss qualified candidates already looking for work..

ONS Labour market status by ethnic group, UK, released 11 November 2025.
The AI Filter Problem

Specialist reach delivers what algorithmic
screening filters out.

You cannot retrospectively prove inclusive sourcing if the algorithm screened the pool first.

Posting on a specialist channel helps create a dated, vacancy-level record showing your organisation took active steps to reach candidates from groups that algorithmic tools may disadvantage. That record exists before shortlisting begins.

Under the Equality Act 2010 and, for public bodies, the Public Sector Equality Duty, employers may need to show they took reasonable and proportionate steps to advance equality of opportunity. A specialist channel placement can provide clearer, role-specific evidence.

reach before screening
Why Employers Use Us

Not just reach.
A record you can defend.

01
Equality Act Support
Vacancy-level evidence, not just intent
Each listing creates a time-stamped supporting record showing that your organisation advertised a specific role on a specialist channel. That record can support EDI reporting, board papers, and audit preparation. Intent without documentation is not evidence.
02
AI Counterbalance
Pre-funnel reach before screening begins
Specialist outreach helps more qualified candidates enter your ATS or inbox before any AI screening layer is applied. This creates a clearer record that candidates from ethnic minority communities were reached at the attraction stage.
03
Audit Readiness
Board-ready reporting, by vacancy
Each role carries a dated record of reach, views, clicks and audience profile. When your EDI lead or board asks what your organisation did to reach under-represented groups, you have a specific answer tied to that vacancy.
Book a Call

Fifteen minutes.
One clear answer.

We will show you the candidate audience, the channels in our network, and a bespoke package built around your hiring needs.

Book a 15 minute call →