88
Feature
PowerList 2008
Not everyone is getting it wrong. Here
are some organisations that would
score well on a diversity index
n Secret IntellIgence ServIceS Firstly, the development and retention of
Mi6 realised that their traditional way of the internal black talent at the bank, which
recruiting was never going to produce the means they must identify who they have
diverse workforce they need to operate and make sure the right people don’t get
successfully in the modern world. missed.
‘we recognise that people have secondly, how to better position
predisposed notion of what we are or might themselves with potential employees. Unlike
be,’ says a spokesperson. ‘And often they most organisations, they have not left that
are wrong in that perception. the service has with their graduate recruitment team. ‘we
been growing and recognises that it wants are looking at what can be done to better
more talented people to join. Many people connect with the communities at the
are unaware that sis openly recruits, our aim universities that we currently hire from and
is to reach a broader audience.’ beyond,’ said a spokesperson.
Clive Lewis believes equalities legislation to give would-be employees a flavour And thirdly, they are reaching out to
could make a difference of the type of work available, they have better connect with African and Caribbean
planned a series of ‘insight’ events that will experienced hires. ‘we want to get a better
wrong. As far as they are concerned they have take place around the country. the first is in understanding of how to hire people. it’s
always offered the opportunity to everyone to London in November, with the rest following about reaching out to the right people to
apply for a job within their organisation. They in early 2009. the events, they say, will: attract the right people.’
have always been meritocratic in terms of the ‘Communicate the types of careers that are
www.jpmorgan.com
way management structure and opportunities available and the different people who work
for advancement are concerned; and the fact there and show people what they need to n ernSt & YOung
that they are ‘male, pale and stale’, to borrow do in order to apply to work there.’ the accountants are clear about why the
a phrase currently doing the rounds, is purely Basically, it is a search for talent and necessity of ensuring that they have a diverse
coincidental. ‘Tough’, as some would say. a chance to address what have been workforce is so important.
‘In some companies it’s almost as if it gloriously described as some of the ‘tenacious As John Ferraro, their Chief operating
is difficult to do black,’ says Clarke. ‘It’s not misconceptions’ about working for Mi6. they officer, said: ‘the organisations that will
about racism, but they always seem to default are looking for graduates with at least a succeed are those that are most inclusive
to what they know, what works for them.’ 2:2 who can showcase a distinct range of and collaborative. they will be inclusive
These are the very companies that competencies, such as integrity, teamwork, because it’s vital for any truly world-class
Gordon Brown was sounding out a warning to the ability to build strong relationships – that organisation to tap into the most diverse set
and they will be the ones most at risk from sort of thing. For security reasons, applicants of views on any question to provide the most
the new world economic order. Like it or have to be over 21. And the sis are keen complete answer.’
not, we are governed by the global economy. to hear from more mature people who, for ernst & Young’s approach to diversity and
Emerging markets – led by the BRIC countries example, may be looking to change career. inclusiveness has been comprehensive. they
(Brazil, Russia, India and China) and soon to they want to recruit from a wide range of have instituted a wide range of initiatives
be followed by African nations such as South disciplines, including language specialists aimed at fostering a truly inclusive culture in
Africa, Nigeria, Ghana and even Angola – are (not necessarily european languages, but everything the firm does.
experiencing rapid growth, creating massive African and Asian, too), in corporate services Perhaps their best work has been done
a international labour pool and will take as roles and it professionals. with their eight staff networks (one of them
many as 5m unskilled jobs away from the UK
www.SISinsight.co.uk being the Black Network), which, to ensure
over the next 12 years. their effectiveness, they treat almost like profit
‘Where will Britain be competitive in the n JP MOrgAn centres. each network must demonstrate a
era of the BRICs?’ David Grayson, director of our title sponsors are leaders in diversity and strong business case, so they have to produce
Cranfield School of Management’s Doughty inclusion in the investment banking sector a plan with key objectives, performance
Centre for Corporate Responsibility, asked and have a number of initiatives that they are indicators and budget requirements. And to
in the Financial Times. ‘It’s not going to be putting in place. the most interesting from our keep them focussed on delivering their goals,
in the low-cost, low wages area. And a lot of point of view is their Black Leadership Forum, once a year they must present to the firm’s
the traditional competitive advantage that we a group of strategic thinkers who are all black Diversity and inclusiveness steering Group.
have had over the past 20 years in terms of employees in middle to senior management, the results have been impressive. the firm
R&D is moving to China and India, so it will be which has been given the task of changing has identified several tangible benefits that
harder and harder for us to compete.’ the demographics of black African and have come out of this approach, including,
In other words: those that lack the vision Caribbean representation at the bank. the nurturing of new external business
or the will to seek the most talented people the programme, which originated in the relationships, the personal development of
regardless of their background, simply won’t Us, is sponsored by a member of the bank’s network members and an improvement in
survive. And if that isn’t a reason to change, executive committee, who reports to the bank’s the firm’s profile in the recruitment market.
then what is? Ceo. it involves a three-prong approach.
www.ey.com/uk
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68 |
Page 69 |
Page 70 |
Page 71 |
Page 72 |
Page 73 |
Page 74 |
Page 75 |
Page 76 |
Page 77 |
Page 78 |
Page 79 |
Page 80 |
Page 81 |
Page 82 |
Page 83 |
Page 84 |
Page 85 |
Page 86 |
Page 87 |
Page 88 |
Page 89 |
Page 90 |
Page 91 |
Page 92 |
Page 93 |
Page 94 |
Page 95 |
Page 96 |
Page 97 |
Page 98 |
Page 99 |
Page 100 |
Page 101 |
Page 102 |
Page 103 |
Page 104 |
Page 105 |
Page 106 |
Page 107 |
Page 108 |
Page 109 |
Page 110 |
Page 111 |
Page 112 |
Page 113 |
Page 114 |
Page 115 |
Page 116 |
Page 117 |
Page 118 |
Page 119 |
Page 120 |
Page 121 |
Page 122 |
Page 123 |
Page 124 |
Page 125 |
Page 126 |
Page 127 |
Page 128