Diversity Champions Cover

Reach Before Screening

The AI Filter Problem

The AI filter problem starts before
screening. Ethnic Jobsite fills the gap.

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

Posting on Ethnic Jobsite 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 how they supported equality of opportunity in practice. A specialist channel placement gives them clearer, role specific evidence that targeted outreach took place before shortlisting.

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.
YOUR EVIDENCE STARTS HERE

One listing creates a dated,
vacancy level record.

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