Where to start your EDI Journey
- How to benchmark your organisation, what tools and frameworks to use, and how to devise your EDI roadmap and strategy.
Back to Why Choose Blue Arrow
Equity, Diversity and Inclusion (ED&I)
Providing expert knowledge, guidance and services to support your ED&I and Social Value agendas.
As a leading provider of temporary and permanent workforce solutions across a range of specialisms, Blue Arrow is able to work with organisations across multiple industries to increase the diversity of their workforce.
Through our expert knowledge and guidance Blue Arrow can support your Equity, Diversity and Inclusion (ED&I) and Social Value agendas.
There are many benefits to Equality, Diversity and Inclusion (ED&I) within any organisation including:
- Higher revenue growth
- Greater readiness to innovate
- Increased ability to recruit a diverse talent pool
- 5.4 times higher employee retention
(Source: Great Place to Work)
Whether you want a collaborative partnership to support you holistically through your EDI and Corporate Social Responsibility (CSR) aspirations and commitments, or need support with a specific business challenge, we are proud to be leading the way in supporting best EDI and Social Value practice within our industry.
Choose from one of our product options below:
Become a diverse and inclusive business
We can support you in developing all areas of your EDI strategy including:
How to increase diverse talent within your business?
- Identifying the opportunities to increase diverse representation across your workforce, including supporting ways to improve social mobility through levelling up initiatives and commitments across the communities you serve.
- Improve recruitment processes, to widen available talent pool and ensure good applicants are not lost through poor practise and unconscious bias.
- Making recommendations of how to overcome recruitment and retention challenges by forming targeted specialist partnerships, supporting candidate attraction campaigns.
How to drive more inclusive practice across your organisation to support retention?
- Identifying the most suitable accreditations and covenants to support your business aspirations for workforce inclusion and retention.
- How to form, facilitate and support EDI focused employee resource groups which promote awareness and understanding, and create a sense of belonging and collaboration across your workforce.
- Signposting and providing people development and mentoring opportunities and resources to upskill and build cultural awareness and inclusive best practice.
Diversity and inclusion within a specific business challenge
We can apply our expert knowledge and experience to help you overcome a specific challenge you may be facing, utilising effective EDI strategies as a resolution.
There a wide range of challenges we can help with including:
Talent Attraction
We can help you to create a step by step recruitment process to support and diversify within your talent attraction programme:
For example:
Step 1 – Identify opportunities for improving talent diversity
Step 2 – Evaluate inclusivity of the role
Step 3 – Map out suitable talent communities
Step 4 – Develop and implement tailored recruitment programmes
Step 5 – Monitor and measure outcomes
Recruitment Solutions
- Overcoming recruitment and retention challenges for specific roles i.e. looking at your job design, looking at how and where you advertise and identifying unmapped talent pools that might be best suited for your role.
- For example, we helped a business identify the scope of opportunity of untapped talent for a role that historically had been hard to recruit for due to its repetitive nature. Through understanding their business challenge and utilising our industry experience, we identified the role could be really attractive to neurodiverse candidates where routine, structure and process was an environment they would thrive in. This created a solution to a long-seated business problem and also would contribute to bridging the disability employment gap.
Retention
- Working with our clients to reduce sickness absence and staff turnover rates, coming up with tailored solutions to overcome costly ongoing workforce engagement issues.
- For example, we worked with one of our client partners whose workforce operate in a high stress environment due to the requirements of the role, to help them reduce employee absence and presenteeism. We did this by understanding the existing absence and staff turnover rates, identifying patterns/trends/themes where we identified the predominate contributing factor was staff wellbeing and mental health. As a result we identified proactive measures to increase wellbeing and minimise future absence and presenteeism across their business.
