Sanderson Government & Defence

I've delivered a number of workshops, and webinars recently, covering a range of topics focussed around DE&I, from the evolution of multigenerational workforces, creating psychological safety, and adapting communication styles to support an inclusive recruitment process. Regardless of the session I'm delivering, I always talk in detail about the topic of 'groupthink' and the impact that this can have on organisation, because it feeds into so many wider topics around diversity. One in particular being the creation of psychological safety within a workforce. So I’ve written this blog, to highlight what groupthink is, and how organisations can work to create a psychologically safe environment. Diversity within any organisation is of the most importance for a whole host of reasons, but the input of diverse perspectives, experiences, and points of view really work to remove the groupthink culture, and support in creating a more creative, fulfilled, heard, seen, and recognised workforce, and in turn supports organisational success. I'd love to hear from anyone in my network, who would like to discuss this topic in further detail, and anyone who would like to understand more about the support available within our DE&I programme. #groupthink #diversity #psychologicalsafety #DEI

🌟 #HeForShe: An Interview with Nick Walrond, MD of Sanderson Government and Defence 🌟 In our latest #HeForShe interview, we had the pleasure of speaking with Nick Walrond, the Managing Director of Sanderson Government & Defence. With over 30 years of experience in the recruitment industry, Nick shares his journey, insights, and commitment to promoting gender equality within his organisation and beyond. A Snapshot of Nick’s Career: Nick started his career in recruitment sales in London and launched the SG&D brand 20 years ago. His company specialises in delivering talent solutions to mission-critical problems for the UK government, focusing on Defence, Central Government, National Security, and National Policing. Key Highlights from the Interview: 🔹 Career Planning: Initially, Nick didn’t plan his career in recruitment but found success through hard work and adaptability. 🔹 Success Factors: Hard work and the ability to pivot based on the needs of people and the market have been crucial. 🔹 Balancing Challenges: Managing a career and family life, especially without the support structures we have today, was a significant challenge he overcame with a supportive partner. On Gender Advocacy: Nick’s journey as a gender advocate began with early diversity and inclusion training and has been influenced by his experiences coaching his daughter’s rugby team. He emphasises the importance of male allies in promoting gender equality and actively leads initiatives within SG&D to support this cause. Championing Gender Equality: Nick believes in leading by example, promoting gender equality through actions, decisions, and language. He highlights the importance of creating an environment that offers equal opportunities for all and continuously seeks to improve the company’s approach to diversity and inclusion. Addressing Challenges and Barriers: Nick identifies bias and privilege as major barriers to gender equality. He stresses the importance of training and education to overcome these challenges and is committed to increasing female representation in leadership roles. Engaging Stakeholders: SG&D ensures that gender diversity and inclusion are integral to their business strategy, with regular reporting on ED&I activities and external engagement through content, round tables, and industry committees. Join us in celebrating Nick’s commitment to gender equality and his inspiring journey as a male ally. Read the full interview to learn more about his efforts and insights!    READ HERE: https://lnkd.in/enANTWrx #HeForShe #GenderEquality #WEDCommunity #Leadership #DiversityAndInclusion #Allyship 

I am pleased to share that we have recently launched our latest Change & Transformation Insight Report for Q2 2024. This report focuses on topics such as: - The factors contributing to an increase in candidate availability - Anticipated changes in Change & Transformation hiring demand for the second half of 2024 - Spotlight reports covering salary and diversity data for Project Managers and Business Analysts You can download your copy here: [Q2 2024 Change and Transformation Insights](https://lnkd.in/egNeMPGy) I am hoping that there is some interesting content in this for many of my network. If it raises questions or thoughts, please feel free to reach out for a direct chat.

I ran a poll in my network last week on #ArtificialIntelligence usage for candidate assessments and interview preparation. The results are in - 49% have utilised AI, while 51% haven't. What will the numbers look like in 12 months? I predict a significant increase in AI adoption, and I am really hoping AI will complement, not replace, the personal touch that's vital for delivering top-notch talent solutions to niche and specialist markets. Check out the blog for more insights: https://lnkd.in/eJ4UybhT

Are we in danger of losing the human element within the recruitment process through the reliance on AI bots? Is the constant ability to ‘swipe’ through jobs and candidates becoming more like online dating apps instead of a personal and considered process? I’m seeing it starting to proliferate into many aspects of recruitment - be that candidates using AI to craft a winning CV, interviewers generating AI questions or organisations allowing AI to assess the candidates themselves. In my opinion we face a slippery slope and risk alienating the very lifeblood of our business – you can read more on my thoughts here. https://lnkd.in/eJ4UybhT #Recruitment #AI #ArtificialIntelligence #AIInterviews