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Equality, Diversity & Inclusion

Eames Partnership is committed to encouraging equality, diversity and inclusion (EDI) among our workforce, and eliminating unlawful discrimination.


How do we define EDI?

Eames Partnership defines equality as:

  • Recognising that historically, certain groups of people with protected characteristics have experienced discrimination, and
  • Working to ensure that everyone has an equal opportunity to make the most of their lives and talents. No one should have poorer life chances because of the way they were born, where they come from, what they believe, or whether they have a disability.

Eames Partnership defines diversity as:

  • Inherent diversity, which includes factors such as gender, ethnicity, culture, sexual orientation, and age
  • Acquired diversity, which includes factors such as political beliefs, education, global experience, and language skills

Eames Partnership defines inclusion as:

  • Fairness and respect: Diverse employees work in a non-discriminatory work culture
  • Valued and belonging: Diverse employees feel valued and a sense of connection to the whole group
  • Safe and open: Diverse employees are able to speak up without fear of retaliation
  • Empowering and growing: Enabling diverse employees to do ones best at work


Our Commitment

Eames Partnership is committed to promoting an equal working environment, and we strive to embed diversity and inclusion into our hiring practices. We work to ensure that our external candidates and our own employees are treated with respect, and that we select individuals based purely on merit and capability.

Discrimination and bias can arise through the structure of the search process itself and the nature of the selection method. In order to mitigate this, we have implemented several strategies which assist in ensuring that our approach is fair and non-discriminatory to all candidates.


Minimising Unconcious Bias

  • Standardised hiring process: Every candidate is evaluated through the same procedure for a particular role.
  • Detailed job specification: We clearly define the behavioural skills and capabilities, as well as the level of experience, that is required for the role. This enables us to match candidates to a thorough set of specifications without getting side-tracked.
  • Collaborative shortlisting process: When shortlisting candidates for a role, we ensure that each candidate is evaluated by several members of the team, therefore mitigating the likelihood of internal unconscious bias affecting our choices.
  • Broadening the source pool: When seeking external views on potential candidates, Eames Partnership commits to interviewing sources from a diverse range of candidates, to mitigate group-think from appearing in personal accounts about individuals.
  • Psychometric testing: Assessments are conducted throughout the search process, and every shortlisted candidate is subject to complete the test(s). These results provide powerful insights into a candidate’s skillset and ability, alongside producing objective data, which consequently adds an additional layer of unbiased credibility to the hiring process.
  • Structured interviews: We endeavour to ensure our interviews are consistent and fair for all candidates, and by conducting structured interviews, we standardise them and reduce affinity bias. Unstructured interviews have the potential to result in the interview panel diverting away from the candidate’s skills and experience, and instead becoming captivated with the similarities they have with a candidate on a personal level.
  • Diverse selection panels: We ensure we always have at least one female member of the team when interviewing candidates.
  • Tailored search to client needs: Whilst we ensure candidates match our client’s brief and job specification, we will challenge our client’s selection criteria if we feel it may lead to a biased outcome.

We can work with our clients to identify alternative backgrounds in the shortlist presentation stage of our process, presenting more diverse options to assist clients with fulfilling their diversity targets.


Event Participation, Training & Accreditations

  • D&I events: Our team regularly attends EDI conferences to ensure we understand and are kept updated with the targets and goals our clients are working towards.
  • Networks: We are members of or in the process of joining and/or engaging with the following organisations:​ Insider Progress​, Link, ACIN, Iwin, IDawn, Inclusion at Lloyd’s, GIN, Insurance Cultural Awareness Network​, Women in Finance, ​Women in Banking and Finance, Women on Boards, Insurance Families Network and Reboot
  • Trained and educated hiring managers: All internal staff have received training on unconscious bias. Understanding how our biases can affect the decision-making process is crucial in order to question and reflect upon original judgements of a potential candidate.
  • Clear Assured Bronze status: We are proud to be working towards receiving the Bronze status of the Clear Company accreditation. For more information on the Clear Assured accreditation visit their website here
  • Level 2 Disability confident employer: We are proud to be a level 2 Disability confident employer. For more information on the Disability Confident Employer programe visit their website here
  • Ethical partnerships: We ensure firms we partner with share our views on ethics/D&I​



 




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