Scoutess Consultancy

Being inclusive is about looking at how you operate your business and functions, and determining how you can bring different practices, processes and elements into it to add greater value. Your supply chain is a key part of this, an area that we are passionate about. We are committed to supporting those from marginalised diverse groups, using our buying power to work with them, whilst opening doors to those across our network. We also need you to do the same for us. We too are a recognised black ethnic minority owned business, one that continues to defy the odds operating in a sector that has less than 0.5% female black recruitment ownership. There is much work to do across the sector, but this month it's important that we share these #BlackTruths, so that you can start to look at who you use for your hiring needs differently. We want our clients to take intentional action and foster an inclusive mindset that starts from where and how you buy your services, including recruitment agencies. We return £3 for every £1 spent with us, so not only are you ensuring your have a supply chain that is fair, ethnical and representing those from marginalised groups, but you are reaping the highest rewards. Inclusion is a lens and one that we are using during #BlackHistoryMonth to share the truths, so that you can make better, stronger and braver hiring decisions. #DoMore #ReclaimNarratives #ScoutessConsultancy

Sharing the recruitment experiences for those black professionals in the UK is how we are reclaiming the narratives for Black History Month. Black truths is what we promise to share! We have never held back from the truths but there continues to be a huge misalignment between what employers THINK the experience is like and the REALITY. For us it's not only about recruitment, so what we call "getting in" BUT how do we also help those black professionals to "get on". The statistics are frightening but we need to know, so that together we can unearth the truth about the getting in and getting on as a black professional in the senior workplace. Here's to challenging our minds, provoking action and changing lives.....Scoutess vision since formation 2017. #ReclaimingNarratives #BlackTruths #DiverseHiring

Recognising and celebrating those who are driving change across retail and hospitality is important to us, which is why we are proud sponsors of the EDI Inclusion Awards 2024. Our retail and hospitality clients are working hard to shape inclusive workplaces, those that respect, support and recognise differences, but it's a journey and one that takes individual, collective and intentional action every day. Good luck to all of the amazing finalists that we will be celebrating alongside those who we are recognising, as we share the winners of the EDI Team of the Year. Here's to an evening that is full of more than promises Diversity in Retail WiHTL & Diversity in Retail #DoingMore #InclusionRetail #IncusionHospitality

Here at Scoutess we do not focus on inclusion for a week, as we believe its a mindset, one that enables us to challenge our thinking, assessing how we feel, relate and adapt to those who are different to us in our EVERYDAY. It means we have to be open minded and curious, so this week we shared our thinking, provoked and challenged the actions of those who want to use their recruitment power to help those hidden GET IN and GET ON in the workplace. We all have bias but it shows up powerfully in the recruitment process, becoming a thread through which we make impactful decisions, whether that be at shortlisting, in the interview, at offer stage or when we onboard. But it's not a journey that can be taken alone, we need to be accountable for our bias, have a system that calls it out (human and tech focussed) and circle back to the right decision. Our week was full of these discussions, with clear actions, those that will drive impact not just for this week but ongoing. Let's frame a new way of thinking, and start hiring with inclusion in mind. DM us if you'd like a copy of the session. #ImpactMatters #NationalInclusionWeek2024 Inclusive Employers

What do the experts say about the future of our economy and how this relates to the recruitment market. #LabourMarket #Jobs

We don't like badges but this one is important to us as it gives us the lens that we use to solve problems, often the most complex of ones. From how to create an inclusive leadership mindset, to how do we increase diverse senior leadership representation across our organisation. We are solving these problems because we know the barriers, can be brave enough to have honest and open conversations and support every candidate we place into leadership roles across their first 6 months or longer. There are plenty of other ROI's we return too, but this is not what this badge is to us. We see it as a way for organisations to take intentional action by diversifying their supply chain, tackling the problem, and going on a journey that will open more doors then they ever imagined. Get in touch to understand how we recruit differently. #RecruitingDifferently #DMScoutessConsultancy #SupplyChainDiversity

Active Ally ship is what we've always needed but we are excited to see that @steer24 is creating relationships that will drive this. Get involved as it promises to challenge, provoke and change mindsets, so let's be kind to our male leaders and help them to connect differently and take the steps to truly understand and see through an inclusive lens. #Inclusion #MaleAllys

The summer months are never an easy job market to navigate for candidate or those company hiring. We know it's a tight but there are still opportunities with many sectors experiencing growth, but there is a huge need to realign recruitment practices, work quicker when hiring and ensure the process is as candidate focussed as possible. Great candidates are still getting snapped up quickly!! September is a key #hiring month and we are supporting our clients to ensure their recruitment campaigns are aligned to their culture and their interview practices are respectful and flexible. For our candidates we continue to help them create career strategies, through our #career coaching and Scoutess Consultancy resources. If you would like us to advise you on how to make a transformational hire, or are looking for help with your career strategy , then DM us now - info@Scoutessconsultancy.co.uk #RecruitingInclusively #JobsMarket #SeptemberVacancies

Why are we failing in youth unemployment? 1 in 8 young people are out of work or not in education, but yet the future of work is reliant on bringing in talent at this level to innovate, drive and transform businesses for the future. Our talent pipeline strategies have been focussed on hidden talent, working across the demographic spectrum to open doors, and help people get in and on in the workplace. We clearly need to do more, as these figures are damaging, with our young being left out and facing a future that is not bright. There are many ways you can open up your job opportunities to young people, whilst building career pathways that enable them to be retained. This is the action we are taking to use our expertise and experience to create solutions that will see us create a movement that has our young people at it's core. Get in touch if you are interested in hearing how we can help drive employment for the future. #YouthUnemployment #ScoutessFutures #JobsForYoungPeople

We do not positively discriminate, instead we make sure the most under presented are included on every shortlist. #PartnerScoutedd #DiverseShortlists #RetailLeaders