Dianah Worman of the CIPD and key business leaders gathered at 10 Downing Street to discuss enhancing workplace diversity and opportunities.
- The event, led by the Prime Minister, examined recruitment and retention strategies to boost diversity at senior levels.
- Name-blind recruitment emerged as a focal discussion point to eliminate biases in hiring processes.
- Various organisations employing over 1.8 million people pledged to adopt anonymous CV practices.
- CIPD aims to actively promote these initiatives to build diverse workforces in the future.
Today, an exclusive event was held at 10 Downing Street where Dianah Worman, a seasoned diversity adviser for the CIPD, joined the Prime Minister and other significant business leaders. Their agenda was to deliberate on strategies that can advance workplace diversity and expand organisational opportunities.
The roundtable, spearheaded by the Prime Minister, focused on pivotal areas such as recruitment techniques, career progression, retention strategies, and achieving higher representation within senior roles, including board level positions. A central theme was the introduction of name-blind recruitment, a system where candidates’ gender and ethnicity remain undisclosed to avert bias and highlight candidates’ merits based solely on their experience and potential.
Dianah Worman, who has dedicated over 25 years to championing diversity and has been honoured with an OBE for her contributions, expressed optimism regarding the government and businesses’ dedication to eradicating workplace discrimination. She emphasised the significance of name-blind hiring as a critical method to diminish biases in selection, noting that many institutions are prepared to implement this change. To reinforce this, the CIPD is committed to advocating the advantages of name-blind recruitment amongst its members, integrating this practice into its training and development programmes.
The gathering included notable attendees such as David Barnes from Deloitte, Tanuj Kapilashrami of HSBC, John Manzoni from the Civil Service, Simon Stevens of NHS England, Marianne Fallon of KPMG, and James Purnell from the BBC. These organisations collectively employ over 1.8 million people in the UK and have vowed to adopt name-blind recruitment processes.
A recent CIPD report titled ‘A Head for Hiring: The Behavioural Science of Recruitment and Selection’ highlighted the benefits of anonymous CVs and called for a more evidence-driven approach to recruitment. Tackling unconscious bias was pointed out as a beneficial strategy for businesses aiming not to overlook potential talent, ensuring individuals have equal chances to progress in their careers.
Worman also proposed broader applications of name-blind practices, suggesting its potential in apprenticeship programs and advising on the elimination of age details from CVs. She advocated for reviewing job advertisements to ensure they are inclusive, aiming to attract a more diverse pool of talent. Her stance is that if candidates possess the requisite skills and attitude, personal characteristics should not impede their success.
The CIPD is committed to advancing diversity, working with organisations and the government to implement inclusive hiring practices.
