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More than 50% of UK job hunters have experienced discrimination

Discrimination worsens after hiring

In a survey conducted late last year, Remote surveyed 1,250 hiring managers and business owners across the UK, US, Canada, Germany, and France to learn more about diversity and inclusion in the hiring process in 2022.

According to the research, 49% of job hunters have experienced discrimination during the hiring process for a new job. A further 52% said they had witnessed this sort of discrimination.

The survey looked at the percentage of employees that have experienced discrimination in the hiring process across the US, France, the UK, Germany, and Canada:

  • United States – 56%
  • France – 54%
  • United Kingdom – 50%
  • Germany – 48%
  • Canada – 36%

Across all countries surveyed, the research revealed that discrimination occurs more against male applicants (52%) than female applicants (44%).

Young people (18-24) are the most vulnerable to, or observant of, workplace discrimination. Two-thirds (69.23%) of applicants in this age group have experienced discrimination in the hiring process.

The investigation also found that discrimination becomes more prevalent after the hiring process. Fifty-five percent of employees said they had experienced workplace discrimination, and 59% said they had witnessed it.

The survey looked at the percentage of employees that have experienced discrimination across the US, France, the UK, Germany, and Canada:

  • United Kingdom – 59%
  • Germany – 59%
  • France – 55%
  • United States – 54%
  • Canada – 46%

When looking at the practices that organisations use to promote diversity and inclusion in their hiring processes, the survey found that the most popular offerings are:

  • Offering workplace flexibility – 23%
  • Acknowledging holidays of all cultures – 21%
  • Providing awareness training and implementing diversity and inclusion policies for HR or People teams and hiring managers – 20%
  • Implementing scorecards to support managing bias during the hiring process – 20%
  • Advertising roles through new channels that target diverse candidates – 19%

Inclusive hiring practices are essential to the success of any organisation and influence their ability to attract and retain top talent, build a positive work environment, foster a rich company culture, improve productivity, and increase creativity and innovation.

By prioritising diversity and inclusion, organisations ensure they can take advantage of the workforce’s full potential and build a more inclusive environment.

On the other hand, without these practices, organisations risk missing out on sources of innovation and creativity.

Thirty-six percent of UK employers and hiring managers said that managing inequitable inclusion (the concept that diversity means different things to different people) is the biggest challenge.

Following this, 35% said that communication issues relating to language barriers, slang, colloquialisms, and cultural misunderstandings are challenging.

Time to train employees about different ways of thinking and approaching a scenario is the third most common challenge at 34%.

 

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TALiNT Partners and Stratigens Join Forces to Revolutionize Talent Intelligence Solutions

TALiNT Partners and Stratigens are proud to announce a strategic partnership which will provide an unparalleled range of talent intelligence solutions to the needs of our members, partners and clients.

Alison Ettridge, CEO of Stratigens said “Companies do research on their customers, their markets and their competitors to inform decisions all the time. With Stratigens, they can now do research on the greatest asset –access to the workforce and people they need to deliver their strategy. Our partnership with TALiNT Partners will support our mission of putting human capital at the heart of business decision making. We are really excited about working with the team to overlay the insight that TALiNT Partners’ network brings with labour market data to empower HR, TA and business leaders to make critical strategic decisions.”

Ken Brotherston, CEO of TALiNT Partners added “for some time we have been looking for a partner to support the insight generated by our network with global workplace data to bring a unique offering to the market. Stratigens is the perfect partner to help us achieve this and together we look forward to continuing to help raise capability in how employers find and keep the people they need, and how staffing and talent solutions providers can better support their clients.”

About Stratigens

Stratigens software is helping the world’s best companies make smarter decisions about where to grow, who to hire from and the diversity of their workforce. We join the dots between the labour market, economics and locations. Putting human capital intelligence at the heart of decision making.

We live in a world rich with skills and geo economic data, but the data is messy, unstructured, big and in thousands of places. Stratigens uses the latest in machine learning and big data to gather, extract, categorise and label the data, and put it into a format that’s easy to digest. So our clients can make smarter, faster, more informed decisions.

Stratigens – https://www.stratigens.com

About TALiNT Partners

TALiNT Partners connects the talent ecosystem. We bring together a global network of leading employers and solution providers to make better talent and technology decisions. Providing intelligence, insight and peer-to-peer networking that drives quality, innovation and improves inclusion across the talent ecosystem

TALiNT Partners – https://talintpartners.com/

 

If you would like to know more about the partnership, please contact Ken Brotherston, CEO of TALiNT Partners, ken@talintpartners.com

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Offices in need of a mid-life MOT

Time to rethink strategies to get over 50’s back to the office

With skills shortages still impacting the economy, the government is pushing ahead with plans to get over 50s back to the office through a ‘midlife MOT’.  This drive, however, is likely to hit roadblocks unless workplaces go through an MOT, too, warns workplace creation business, Unispace.

Unispace believes that workplaces are not aiding this demographic’s attraction and retention.

In a study of 3,000 office workers across Europe, Unispace discovered that 78% of those over the age of 45 would make significant improvements to the office environment. Access to free lunches (67%) and enhanced amenities (57%) were on top of the list from this demographic.

A further 45% agreed that they missed the social aspects of working in an office. The findings indicate that to encourage more over 50s back into work, businesses will need to rethink how the entire workforce uses the office to create the social environment that many in the older demographic desire.

Lawrence Mohiuddine, CEO, EMEA at Unispace commented: “With skills shortages still impacting the UK despite the tough economic climate, the plans to encourage those who retired early back into work is a move that many will welcome. However, we cannot overlook the fact that there are reasons why those that fall into this group left in the first place. While the current ‘MOT’ plans are focused on re-engaging the over 50s, the role that the office itself plays is crucial. The older segment of the workforce places a clear value on more from the workplace than just having a location to work from.

“While the older workforce clearly values better amenities in the office, it is the social interaction element that today’s firms can ill-afford to ignore. The ability to socialise with peers is a big driver for this age group, but in order to provide this for returning retirees, firms need to encourage others to also make greater use of the workplace. How we all interact with the office has evolved significantly in a short space of time and if they are to be truly used as the valuable attraction and retention tool that they should be, workspaces need their own MOT.”

 

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Apple cuts down on job postings

A conservative hiring strategy emerges for tech giant  

New research from data and analytics company, GlobalData, has revealed that Apple is adopting a conservative hiring strategy. According to the research, the tech giant cut down job postings by 11% last year.

While so many tech companies have announced layoffs, Apple Inc (Apple) is proving to be the exception, with its conservative hiring strategy.

Looking at global figures, Apple’s job postings in China declined by 30% in 2022. The US registered an 8% decline. On the other hand, markets in Taiwan, Mexico, Switzerland, Turkey, and Sweden witnessed growth in job postings.

GlobalData’s Job Analytics Database showed that Apple’s focus areas include artificial intelligence, machine learning, automation, sales, wireless systems, 4G/5G/6G, and iOS/android. In addition, several job postings also revealed that Apple is focusing on improving its supply chain.

Sherla Sriprada, Business Fundamentals Analyst at GlobalData, comments: “Apple has not announced any layoffs recently but is being selective in its hiring process with focus on key areas and geographies, which can be attributed to various factors such as its financial performance and strategic priorities. In contrast, Alphabet Inc (Google), which announced layoffs in January 2023, had its job postings increase by 13% in 2022 over 2021.”

 “Apple has a reputation for prioritizing its employees. As a result, layoffs may not be seen as the preferred solution for the company, even in times of economic uncertainty. The company may have decided to prioritize investment in research and development, or to focus on expanding its product offerings, rather than cutting costs through layoffs.”

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PSR Group acquires Fintech recruitment business

Global Fintech market size is expected to reach $332.5 billion by 2028

PSR Group, a UK based recruitment specialist, announced today that it has successfully completed a strategic acquisition into the rapidly growing Fintech sector.

PCN, a fintech recruitment business with headquarters in Amsterdam, service the Fintech ecosystem including, Cybersecurity, eCommerce and SaaS sectors across the Netherlands, Germany and the US.

This investment launches PSR Group into the European market with further plans to expand across the US.

James Sanders, Managing Director of PSR Group, said: “We are delighted to have acquired PCN following a competitive process against other interested parties. Pioneers of the 4-day work week, their people-first approach has helped attract and retain a highly skilled workforce. PCN’s knowledge of the Fintech market is unrivalled, underlined by their ever-expanding and impressive client list. During the process, I spoke with numerous clients, who all highlighted the outstanding service levels supplied by PCN. The PSR business model is centred around people, focusing on personal development, wellbeing and providing support for all our staff. The businesses are very much aligned in terms of sharing similar values, this being central towards the investment. I look forward to welcoming the PCN staff into the group”.

Rogier Rouppe van der Voort, CEO of PCN said: “Venture Investment into Fintech companies in 2022 reached $81 billion, up from $20 billion in 2020. The global Fintech market size is expected to reach $332.5 billion by 2028, driven by the rapid adoption of digital services. As a recruitment agency we are in the middle of the industry and have big ambitions for PCN. We are excited to join the group and build on the wealth of knowledge already in the business. PSR’s experience of building a successful agency with over 150 employees across multiple offices and brands and being driven by a strong set of values, has given us the confidence that they are the right partners to fuel PCN’s growth ambitions”.

David Berks, Group Development Director at PSR also commented:  “The acquisition is aligned with our development strategy for the group and provides new experiences and opportunities for everyone within the business. The Senior Management team at PCN gave us great confidence in their vision of sustained growth in their current markets; this will be further fuelled by the vast experience of the contract market PSR will bring, thus offering this additional employment vehicle to clients and candidates”.

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Big Four accountants investigated over 12-hour days

Research revealed that the cost of mental health difficulties for employers has risen by 25%

The Big Four accounting firms have been subject to office inspections in Spain after claims that employees were working 12-hour days

Government inspectors visited the offices of KPMG, PwC, EY and Deloitte as part of an investigation into whether employees were working overtime without receiving payment or time off in return.

A study published last year by a wellbeing charity set up to help accountants found more than half of respondents were suffering from stress and burnout.

The research found ‘workload, long hours and the lack of margin for error in the job’ was ‘tipping many over the edge’. The report, by Caba, revealed that 80% of respondents felt poor mental health was a problem for the profession, and that almost half of those suffering from psychological conditions feared they would be treated differently if they told their employers about their illness.

In the wider UK workforce, the level of inactivity owing to sickness jumped by 537,500 in the year to June last year compared with pre-pandemic levels. An analysis by Sky News found the rise was largely due to individuals suffering from mental health conditions.

KPMG has partnered with the University of Cambridge to understand whether its wellbeing initiatives help its 16,000 employees. PwC said last year that it would invest $2.4 billion to tackle mental health problems among staff.

Research by Deloitte has revealed that the cost of mental health difficulties for employers has risen by 25% on pre-pandemic levels to £56 billion a year.

EY and PwC said that they would not comment on the investigation in Spain. KPMG and Deloitte did not respond to a request for comment.

Ken Brotherston, TALiNT Partners CEO commented: “In a professional services environment, this is a case of ‘workplace protection gone too far’. They’re well paid, on a fast track to making a lot of money and in a client services role. It’s not for governments to interfere in these types of jobs. Stick to gangmaster legislation and protecting the vulnerable.”

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Global chief executives bullish about the UK

UK in top three countries to invest in

Global chief executives rank the UK as the third most important country for investment, jointly with Germany and behind only the US and China.

Despite recent political turmoil, chief executives are increasingly bullish about the UK, according to PwC’s 26th annual Global CEO Survey. Only 9% selected the UK as a market to grow revenue in 2020, compared with 18% who selected it this year.

Kevin Ellis, the Chairman and Senior Partner of PwC UK, said that strength in areas such as artificial intelligence and biotech, alongside a business-friendly environment, made the UK an increasingly attractive market.

He commented: “Chief executives don’t expand and invest on a whim — they’re choosing the UK as that’s where they expect to see returns. To keep the UK attractive, we need renewed focus on skills and regional growth, both of which will help unlock productivity.”

It reveals that UK bosses are more upbeat than their international counterparts: only 4 per cent of UK chief executives expect the economy to decline significantly, while the proportion among global chief executives is 12%. However, only 21% of UK chief executives expect the global economy to improve in the next 12 months, down from 82% last year.

Despite this, UK chief executives are upbeat about their own companies’ prospects: 48% are ‘very or extremely confident’ about prospects in the next 12 months, compared with 42% of global chief executives.

In the longer term, almost one in four UK chief executives fear their companies will not be economically viable within a decade without significant changes to their business model.

Ellis said: “Businesses have already undergone massive change this decade. But this is the tip of the iceberg — many CEOs believe their current business models are unsustainable and this means more change ahead. This isn’t about tinkering but fundamental changes requiring big investment in people, skills and technology.”

More than a quarter (26%) of UK chief executives said that they were ‘moderately or extremely exposed to the threat of climate change over the next 12 months’, compared with 39% of chief executives globally.

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R2 Group becomes part of Gravitas Group

Recruitment company now has eight offices across five countries

International recruitment company, Gravitas Group, has just announced the acquisition of R2 Group, a Rotterdam-based recruitment company.  The R2 Group is a provider of specialist Technology permanent and contract recruitment services across The Netherlands. They have a turnover of €8 million.

This follows Gravitas Group’s announcement in September 2022 of the appointment of a Chief Revenue Officer, Kurt Schreurs. They also expanded into Germany by opening a new office in Munich.

Their latest acquisition will help to strengthen their European presence, bringing their global footprint to eight offices across five countries.

The Gravitas Groups’ leadership team now includes Rick van Eeden, R2 Group Founder and Managing Partners, Jurriaan van Leeuwen and Mark Priems.

Jonathan Ellerbeck, Gravitas Group Co-Founder and CEO, commented:  “We are thrilled to welcome everyone in the R2 Group to the Gravitas Group.  We believe that Rick, Julian, Mark and the team will bring invaluable experience, strength of proven management, and a unique knowledge of The Netherlands Technology recruitment market, further deepening our international presence and helping fulfil our purpose to create solutions to empower our clients and candidates’ ambitions, across more countries”.

Rick van Eeden, Founder of R2 Group, commented: “I am delighted that R2 Group has been given the opportunity to become part of the Gravitas Group and to be representing the group in The Netherlands.  It’s such a key period in R2 Groups’ history and it’s incredibly exciting that we will be part of the incredible journey Gravitas Group are on.  The infrastructure, support and reputation that comes with being part of an organisation such as the Gravitas Group, will provide R2 Group with solid foundations, enabling us to grow more quickly and continue to deliver best in-class Technology recruitment solutions to our customers.

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Economic downturn isn’t stopping product strategies

Product usage surges in Europe and globally, UK lags

A new survey, released by product analytics provider, Amplitude, revealed that digital product usage has surged across industries, growing 16% year-on-year globally, despite an economic downturn. This figure increases marginally, to 18% in the UK. The UK however is lagging behind many other countries – including Germany (38%), France (33%) and Singapore (43%).

The global survey examined the evolution of the product landscape between August 2021 to August 2022. Executives in marketing, product, data, and growth management roles and across 12 industries and eight countries were surveyed.

The findings show the concerns and priorities of leaders during the current economic turbulence. The survey also revealed industry trends that reflect global shifts, such as The Great Resignation.

According to the survey:

  • 26% fear a potential loss in product strategy focus
  • 25% are concerned about not pivoting fast enough
  • 63% feel moderately or less equipped to shift their product strategy

However, despite fears, respondents are still doubling down on their product strategies. Their priorities include:

  • Customer retention (43%)
  • Product engagement (37%)
  • Product-led growth (37%).
  • Investments in competitive differentiation (25%)
  • Investments in product launches (22%)

The survey also revealed how global events such as Covid-19 and The Great Resignation shapes product landscapes. Staffing and job search products skyrocketed between 2021 and 2022 (118% globally), likely due to the upheaval global workforces faced following the pandemic.

Similarly, as workers seek to upskill themselves to become more employable, products related to continued education, language learning & skills coaching in adults also saw an increase of 48% during this 12-month period.

Fintech also continued to grow over the last year, hitting a 22% baseline between June and August 2022. The report revealed that several fintech apps have surged in popularity globally, including:

  • Italy-based Scalapay (123%)
  • France-based Qonto (75%)

Crypto, however, shows a more complicated growth pattern. After peaking at 78% growth in January, activity slowed significantly. Overall, crypto usage has still grown by 25.8% since August 2021 – greater growth than in the fintech category, indicating that a decline in crypto values doesn’t mean a decline in crypto users.

Daniel Bailey, Vice President EMEA, Amplitude, commented: “In today’s economic environment, the importance of investments in digital customer experience cannot be understated. Consumer spend will continue to decline over the next 12 months, and the businesses that do not invest in their digital product now risk losing market share to their competitors,”

 “If the past year proved anything, it’s that progress is not always linear. Despite market challenges, the companies included in our Next Hottest Product list like Paired, with 636% year-over-year user growth, are proof that investments in digital experience translate to increased engagement and sustainable growth.”

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72% of UK business leaders actively trying to hire retired workforce

What companies can do to boost the confidence of an older workforce

New LinkedIn research has shown that 72% of UK business leaders have actively been attempting to hire experienced workers who retired as a result of the pandemic.

However, despite companies trying to recruit from this demographic, the research also indicated that 38% of those aged 50+ felt they would be disadvantaged because of their age. Furthermore, 26% feel that they don’t have the right skills.

Additional LinkedIn data shows that, in the UK, “Baby Boomers” (those aged 58-76) and “Gen X” (those aged 42-57) have historically had, and continue to have, lower confidence in ‘getting/holding a job,’ compared to younger generations.

There are however steps that companies can take to attract experienced talent, promote inclusivity, and boost the confidence of these experienced individuals.

Derval Blehein, HR Leader for EMEA and LATAM at LinkedIn, commented: “Employers who actively invest in overcoming ageism in the workplace can unlock a wealth of talent –  we know diverse teams win, and diversity of thought gained through age and experience is a critical component of this equation. However there is work to be done to ensure that hiring processes are inclusive across all age groups.

Employers who take a skills-based approach to hiring can help diminish bias towards certain generations. By focusing on a candidates’ transferable skills, employers will broaden their talent pools and increase diversity in their workforce. Over time, this hiring approach will widen age profiles in industries that typically favour a certain age group.

Flexibility is vital to encourage all, and especially older, workers to remain in the workforce. LinkedIn data shows that flexible work is highly valued across all generations – allowing people to work productively, whilst protecting time to pursue other commitments such as family and caring responsibilities. However, these initiatives need to be matched with remote-first tech support for those who may be less confident in their ability to set themselves up for success while working from home.

Employers should consistently review, tailor and update their benefits packages so that each generation’s needs are met. A good example of this is offering flexible benefits which individuals can easily tailor to their own needs. Taking the time to adjust employee benefits and training to each life stage will not only help to boost employee satisfaction but will also positively impact retention across demographics.”

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Talent Solutions

Nash Squared acquires Het Flexhuis

Acquisition strengthens Nash Squared as a major MSP

Nash Squared, a provider of talent and technology solutions, has become a major force in Managed Service Provision with its recent acquisition of Het Flexhuis – a Managed Service Provider (MSP) of talent and recruitment services based in The Netherlands.

Het Flexhuis has a strong track record in delivering outsourced recruitment services for government, public services, and commercial organisations and will operate as an independent brand within Nash Squared’s recruitment business Harvey Nash.

Bev White, CEO of Nash Squared, commented: “I am delighted to welcome Het Flexhuis into the Nash Squared family. It is our vision to help our clients access talent and technology in every way possible, and offering a high quality MSP solution is an important next step for us. Het Flexhuis brings enormous experience and expertise with them, and I am excited by the potential.”

Occo Lijding, MD of Harvey Nash The Netherlands, commented: “This represents a step change in how we can help and support our clients in talent and technology. I have long admired the team at Het Flexhuis, and when we met I was struck by how similar our values and ambitions were. They are the perfect fit for us, and I look forward to working with them.”

Frederieke Schmidt Crans, Managing Director, Het Flexhuis commented: “We are thrilled and excited to become part of Nash Squared. Our company was established ten years ago with a mission to create a world-class MSP with great people and processes at its core. We see joining Nash Squared as the natural next chapter in that success story.”

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Adzuna acquires job search engine Getwork

Search engines combine forces to accelerate Adzuna’s growth in the US

On Tuesday, 14 June, Adzuna announced their acquisition of the US job search engine Getwork.

The Getwork team, under the leadership of Brad Squibb, will be working alongside the Adzuna team, intending to accelerate Adzuna’s growth in North America.

Getwork links job seekers with vacant roles at North American companies by indexing millions of verified jobs daily directly from tens of thousands of employer career sites.

Adzuna, with headquarters in London, UK, Indianapolis, IN, and Sydney, AU, uses AI-powered technology to match people to jobs. The company has recently launched in Switzerland, Belgium, Spain, and Mexico. Their operations now cover 20 markets globally.

The two companies will operate as independent brands with their own established communities.

Doug Monro, CEO, and Co-founder of Adzuna, comments: “Adzuna acquiring Getwork will help us supercharge our growth in North America. The Getwork team’s stellar reputation for great service and delivery has led them to be trusted by an impressive roster of household name companies in the US. It’s also a great fit as their team and mission are so aligned with ours. The US enterprise market is crying out for strong alternatives to existing offerings and we’re looking forward to combining Adzuna’s marketing expertise, global footprint and programmatic job matching technology with Getwork’s deep industry knowledge and reputation to deliver even better for our customers. The US is the fastest-growing part of our business and this acquisition will accelerate our profitable growth trajectory.”

Brad Squibb, President of Getwork, comments: “Adzuna is a truly global business, operating across 20 countries, which creates an exciting opportunity for us to scale into new markets with the help of a brand that has already paved the way for international expansion. We can’t wait to join Doug and the team on this journey.”

 

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UK companies lack focus on diversity, survey reveals

Despite efforts there is still massive room for improvement in UK management and reporting

In research released today, findings reveal a lack of focus on progressing diversity in the workplace. In the study conducted by SD Worx, it was found that while 68% of UK companies are committed to removing unconscious bias in the recruitment process, many have failed to implement a reporting system to track progress on meeting ED&I objectives.

The survey revealed that only 26% of UK companies evaluate managerial commitment to achieving ED&I-related objectives. A further 32% admitted having no systems allowing employees to report discrimination.

The UK ranked third in its commitment to removing unconscious bias at 68% when it comes to ranking. Ireland ranked first at 74%, with Belgium coming in second, at 69%.

As far as rankings for equal access to training, the UK is slightly lower than other countries, with 64% of companies investing in equal access to training and development. Ireland (72%), Belgium (71%), and Poland (69%) topped the list.

While 64% of UK companies include transparency about ED&I goals and actions to attract a diverse workforce in their mission statement and corporate values, only 60% of the UK companies surveyed said that they promote ED&I in job advertisements, social media, and their websites.

The survey also revealed that countries vary in their level of focus concerning educating and involving managers in their ED&I policies. For example, in the UK, 60% of companies stated that they actively involve their managers in ED&I policies, and 60% provide internal training on the topic.

Colette Philp, UK HR Country Lead at SD Worx commented: “It’s no longer enough for businesses to say they prioritise diversity and inclusion. Instead, they must prove their commitment to achieving a more diverse workforce, both internally within their business and externally to attract talent.”

“There is more awareness than ever before regarding diversity in the workplace and it’s a deciding factor for many when it comes to searching for a role or staying with a business. A diverse workforce brings new experiences and perspectives and an inclusive environment allows individuals to thrive. If businesses aren’t already putting ED&I as a top priority, it’s essential they act now to do so.”

Jurgen Dejonghe, Portfolio Manager SD Worx Insights, added: “It’s important that companies start investing in an active reporting system about their actions concerning diversity, equality and inclusion. On the one hand, that data offers a strong basis for optimising the diversity policy with concrete and consciously controlled actions. On the other hand, such a system also provides clear evidence whether companies are effectively putting their money where their mouth is and not making false promises to (future) employees.”

For ED&I initiatives to be successful, change needs to come from the top, with proper rollouts and reporting system to track their progress.

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