Diversity, equity and inclusion.

The thread that runs through our talent solutions.

DE&I isn’t just a box to check, it’s woven into the fabric of everything we do. We embed cutting-edge DE&I techniques throughout our talent solutions, ensuring we attract candidates from the widest talent pools, while actively engaging individuals from underrepresented and diverse socio-economic backgrounds.

Why it matters

Putting DE&I
at the heart.

Creating a talent strategy that puts DE&I at its core helps to foster innovation, broaden the talent pool, and create a culture where all employees feel valued. Ultimately, companies that embed DE&I into their talent approach are better equipped to meet the needs of diverse clients and gain a competitive edge.

The challenge

How we bring DE&I best practice into your talent strategy.

If you’re asking these types of questions, we have solutions that will equip your business with the right tools to build a diverse workforce.

  • We have developed a proprietary model called the 'DE&I quadrant' that ensures your business is able to attract the broadest and most diverse candidate pool available.

  • We can advise on appropriate technology to ensure inclusive language and run training on unconscious bias to eliminate biases at every stage of the hiring process.

  • We are obsessed with data and MI. Whatever your talent objectives, being able to track key metrics ensures that you are staying focused, deploying resource in the right areas and maximising the impact of your talent strategy. We have extensive expertise on building reports and dashboards that enable decision makers to have the right information in front of them, in real-time in the format they require.

  • Our experience consultancy, ah studio, can advise on how you can create a differentiated and elevated candidate experience, that authentically reflects your employer brand and creates engagement from the first touch point.

  • By using cutting-edge attraction and engagement techniques that we've developed in-house, we have a strong track record of delivering diverse candidate shortlists for clients of all sizes that surpass targets.

Our approach

The aston holmes DE&I quadrant.

We’ve developed a proprietary tool called the DE&I Quadrant, a comprehensive framework designed to drive exceptional, diversity-first talent strategies. Our innovative tool ensures that every aspect of our approach - from candidate outreach to recruitment and beyond - is rooted in inclusivity, enabling us to deliver differentiated talent solutions that meet the unique needs of today’s diverse workforce.

How does this help me?

Embed DE&I at every level.

More diverse candidate shortlists

More diverse candidate shortlists allow hiring managers to get a better assessment of the candidate pool.

Broader talent
pool

Tapping into a broader talent pool enables us to find top-tier talent that drives success for your business.

Tap into deep
expertise

With expertise across a wide range of sectors and geographies, we tap into the broadest, most diverse talent pools to find the right candidates for your business.

In-depth
insight

Our solutions are insight-led which enables us to create strategies that make a real impact on building a more diverse and inclusive team.

More engaged candidates

Our approach creates a positive, employer brand-aligned experience for candidates who feel valued and excited to contribute from the get-go.

How we do it

Proactive engagement.

We proactively engage with candidates from under-represented groups including women, people of colour, LGBTQ+ and diverse socio-economic backgrounds​. We use technology to ensure inclusive language is used throughout job descriptions and assessments to eliminate bias and ensure all candidates feel welcome and valued.​ 

A DE&I learning culture.

We provide ongoing training and development opportunities for our team to build their knowledge and skills in DE&I. Should it be welcomed, we will work with your company and run sessions on unconscious bias, cultural sensitivity and other initiatives to promote an inclusive culture. 

Harnessing the power of DE&I data.

Transparency is key. We provide detailed reports and dashboards to track DE&I progress, featuring metrics like diversity pipeline data, candidate feedback, and other relevant KPIs. These reports, segmented by gender, ethnicity, and other agreed-upon metrics, help our clients understand where they stand and where improvements can be made.

Strategic partnerships.

We believe in amplifying our impact by partnering with organisations that share our commitment to DE&I. Collaborations, such as ours with Great Girls and Code Your Future, allow us to create lasting change within the talent ecosystem.

DE&I starts at holme. 

Creating opportunities for people from all backgrounds is a major founding principle of aston holmes. Our talent solutions are more effective and delivered better because of the people we have in our business. We want aston holmes to reflect the communities that we are part of and also to feel like home to people, no matter what background they’re from.

We’re accredited by MSDUK.

We’re proud that our commitment to DE&I at aston holmes has been recognised with our accreditation by MSDUK. This is an environment that thrives on diversity: we are ethnic-minority owned, 48% of our people come from diverse backgrounds, and our workforce is made up of over 80% powerhouse females. Our backgrounds add to the wealth of knowledge and perspectives we can bring to the solutions we deliver for our clients. 

Beyond business.

Our registered charity, ‘Holmies in the Community’, is our commitment to making sure we give back and have a positive impact on the communities around us.

Find out more about the work we do with our amazing charity partners.

Let’s talk.

We’d love to chat about how we can help solve your talent and recruitment challenges.

Complete the form below for a callback. We'll get you an answer, fast.