Keely Straw, Associate Director, discusses the relevance of an EDI strategy and offers an insight into the ED&I Roundtable we held in Zurich.
In October, EMEA Recruitment partnered with Rubén Ramirez, Group Head Diversity and Inclusion at Syngenta, for our first ED&I Roundtable in Zurich.
This was an exclusive group, where leaders in ED&I across Switzerland gathered to discuss:
The session was very engaging, leading to further questions and topics of conversation. The main takeaways from some our participants were:
“There was never a better time to bring EDI to the forefront of strategic business discussions: social and economic change, ESG requirements, and creating a strong sense of belonging are boosting EDI conversations.
“To deliver a strong EDI agenda, we need courageous leaders and sponsorship. EDI also needs to be structurally embedded in our business processes. And no one size fits all: the EDI journey will need to start somewhere - and to be learned step-by-step along the way.”
Michaela Dedic - Diversity & Inclusion Leader at Novartis.
“Hints and insights on how to improve a DEI strategy, how to set up a good measurement system and appropriate metrics, and how to build the narrative of it… and show it to the key stakeholders.”
Piera Marongiu – DE&I Leader - Integrate Include Engage
“An open dialogue around values and needs is key at all levels of the company, as well as strong support from leadership to foster a culture of engagement and trust.
“Progress needs to be measured regularly with the right KPIs to check EDI strategy adapts and also takes business, as well as local, needs into account. This takes time, ongoing commitment, and a long-term perspective.”
Simon Kernahan – DE&I Consultant – Thriving Talent
I have seen in the market that candidates are wanting to work for organisations that align to their values, which includes robust ED&I strategies and polices, as well as sustainability and ESG. But how do you align those values across multiple generations within one workplace? Slight differences in work ethics and priorities can create tension.
We will continue to discuss ED&I topics and look forward to sharing more details of our next event with you soon.
Last quarter was extremely busy across all HR disciplines for EMEA Recruitment. Despite this being a busy time for HR, focusing on end of year/New Year budget reviews, hiring freezes, planning new headcounts, role creation and projects for 2023, we had one of the best quarters in relation to successfully completed assignments.
I would be keen to hear your thoughts across the market and understand if you would be interested in future roundtable events, either dedicated to ED&I or broader HR topics. In addition, I would welcome the opportunity to hear how diverse your employee lifecycle is and how this compares with the general market consensus.
Please feel free to contact me directly to see how we can support you: [email protected]
2022 has undoubtedly been a time of reflection and change, and quarter 4 continued this trend.
We saw the increased demand for Logistics specialists within Procurement & Supply Chain and the emergence of new standalone categories in energy/utilities.
The current crisis in Ukraine - and the ongoing geopolitical influence across Europe - is having far-reaching effects.
Supply Chain has had a relatively smooth ride since its adoption in the late 70s with the introduction of Just in Time (JIT) methodology, created by Taiichi Ohno for the automotive industry (Toyota).
However, are we seeing the end of it? Logistics is a critical player in the success of the JIT process. Unfortunately, due to the rising cost of fuel and the lack of available drivers across Europe, it may not be sustainable.
What is the alternative?
Digitalisation is the apparent solution. However, are organisations willing to spend the money on implantation and development? This will not be a quick fix; another obvious answer may be Just in Case, which is very much the opposite of JIT.
Unless you have a crystal ball, we need to embrace multiple solutions, and digitalisation must be part of this discussion. Data is crucial in an ever-changing world, and systems must be more robust and versatile to external effects.
Change in the market
From a recruitment perspective, we have continued to see an evolving market again, driven by geopolitical influence and the rising cost of living.
Change is positive. It creates both opportunities and growth. EMEA Recruitment has adapted to these changes by continuing to listen and learn. Q4 saw the expectations of candidates change drastically, from wanting work-life balance in August (EMEA poll of 120 candidates) to salary negotiations in October. Now, the overriding message is job security.
From the aftermath of the Christmas rush - particularly within the FMCG sector - we will continue to gain valuable insight into the market. Organisations certainly recognise the vital role Procurement & Supply Chain plays in the overall success of a business and is no longer just a cost centre.
EMEA Recruitment are keen to support candidates and organisations in their ongoing development and transformation. For further infomation on how we can support you, please contact, Richard Bailey. We wish everyone good fortune for 2023 and look forward to what the year has to offer.
We are delighted to be celebrating the 15th anniversary of EMEA Recruitment, after opening for business in 2007.
EMEA Recruitment was founded 15 years ago by Paul Toms and his wife, Kelly. With their experience recruiting in international markets, they originally focused on Finance & Accountancy recruitment in the Netherlands.
Their approach swiftly developed to include professional services recruitment in Switzerland and the wider EMEA market. We now have offices in Amsterdam, Zug and Nottingham, with a growing team of specialist Recruitment Consultants.
Paul remains hands-on in the business, helping professionals manage their careers, working with multi-national organisations to recruit the strongest talent, and supporting our recruiters with training and development.
Paul and Kelly’s first employee, Izabela Darmstetter, is still with the business, as an Associate Director. We also recently celebrated the ten-year work anniversary of John Bower, Director.
Over the years, we have welcomed recruitment expert Paul Macildowie as Chairperson and professional services recruitment specialist Richard Bailey as Managing Director.
Richard reflects on the last 15 years: “Lots has changed over the past 15 years, but fundamentally, we’ve always wanted to work with great people. Our employees, past and present, have consistently pushed growth with their committed professionalism.
“We’ve always had a lot of fun on the growing EMEA journey – a big thank you is needed to all our employees, but also candidates and clients who partner with us, and businesses we partner with.”
He adds: “We will continue to push to become the recruitment partner of choice for multi-nationals across Europe. Looking forward to further future growth.”
More recently, Michelle Ewing, Director, was welcomed to the board of directors, taking female representation on our board to 40%. We are also proud that 50% of our managers are women.
As a people business, we are committed to promoting Equity, Diversity & Inclusion in the workplace, both internally and externally, with our clients. By working with us, our clients can be confident that we act as a neutral third party in the recruitment process.
We are proud to be the ED&I recruiter of choice for many multi-national businesses, as reflected by ongoing events, training and candidate appointments.
As the world of work has changed, so has our approach. Our Consultants are specialists in their markets and disciplines, ensuring that they can deliver expert insights and updates to our network. We are seeing an increased focus on ED&I, remote working and sustainability.
We have acknowledged these changes and adapted EMEA Recruitment to become an agency of choice for our clients and candidates - but also an employer of choice for our Consultants.
As we look ahead to the future, we are excited about upcoming projects and partnerships, including our own commitment to fighting the climate crisis.
If you would like to find out how you can work with us, please get in touch with John Byrne, if you are based in Switzerland, or Richard Bailey, if you’re in the Netherlands.
Female leadership is probably one of the most talked about topics in multi-national businesses today. We are seeing in the market that companies, as part of growth plans, quote that they are looking to increase female leadership, but are falling short of their target percentages.
This begs the question: are women not being offered equal opportunities, or are they more hesitant to put themselves forward?
EMEA Recruitment held a recent study to see how many men versus women would apply for the same role by looking at the job description. The results show that only 30% of women had applied for the role. The main reason was that women look to tick almost all the boxes required for the position, whereas men will apply if they tick around three to four requirements.
In Europe alone, almost half (46%) of women are employed, while just 35% of those were managers (as of 2021).
Another statistic from Catalyst shows that, among the largest publicly-listed companies in the EU in 2021, only 20% of executives and 8% of CEOs are women.
The key questions
Adapting the “Rooney Rule”
Several companies have now implemented a version of the National Football League’s Rooney Rule, which requires any team hiring a head coach to interview at least one minority candidate.
One business created a requirement that half of the final candidate shortlists for any executive positions must be women; in the last two years, the proportion of women on the executive team has risen from 25% to 40%.
In summary, female leaders can find their strength, express their voice and apply their talents when given these opportunities. They can also shape the conditions for others, supporting and influencing the systems that make the world welcoming to women’s contributions.
The progression of women in the workplace – and in leadership – isn’t just a women’s issue. It is an issue for all of us, so we can build communities in which we tap into the very best from each of us.
Here at EMEA, we provide our clients with relevant market information in a consultative approach - topics are also discussed through our roundtable events with clients. EMEA’s inclusive recruiter approach to each search means we have a deep understanding of the candidate and employer's expectations and needs.
If you’d like to discuss how we can help you build diverse teams, please get in touch with Hannah Mallia.
Keely Straw, Manager of Human Resources, shares knowledge on how you could improve your employee lifecycle, and her experience hosting EMEA Recruitment’s first face-to-face ED&I Roundtable event...
In my Q3 2022 newsletter, I shared insights on the future of work and what that means for Equity, Diversity & Inclusion (ED&I).
By making small changes throughout the employee lifecycle to accommodate a diverse workforce, organisations can improve employee experiences and boost engagement at every stage of the employee lifecycle:
1. Attraction - Brand reputation improves from employee, customer and stakeholder perspectives
2. Recruitment – Providing inclusive candidate journeys creates equal opportunities and allows organisations to draw from a wider talent pool
3. Onboarding – Demonstrating inclusive practices sets a first impression that encourages trust and loyalty
4. Development - Productivity improves, because data shows that employees with disabilities take less time off and stay with companies for longer
5. Retention – Turnover rates drop when everyone feels included and valued
6. Offboarding – Gathering employee feedback helps provide data and insights that can be used to improve ED&I policies further
Through my ED&I and HR networks, I have heard that many companies are already doing this and leading the way to make positive changes; they are eager to create a culture that is inclusive for everyone, regardless. Others are only just starting this journey.
While there is plenty of information available online, at virtual online events and shared across social media, there isn’t anything local to Switzerland for ED&I leads to come together to share topics and success stories.
That is why, this month, I hosted EMEA Recruitment’s first face-to-face ED&I Roundtable event in Zurich.
This was an opportunity for ED&I leads - from multiple industry sectors and size - to come together, share insights on ED&I strategies and how to implement one, as well as other topics.
I would be keen to understand if you would be interested in future roundtable events, either dedicated to ED&I or broader HR topics. In addition, I would welcome the opportunity to hear how diverse your employee lifecycle is and how this compares with the general market consensus.
Please feel free to contact me directly to see how we can support you: [email protected]
To celebrate World Smile Day 2022, we’re sharing the heart-warming responses to the question, “what was the last thing that made you smile?” on the EMEA Recruitment podcast.
The podcast is produced in partnership with Operation Smile, an international medical charity that provides life-changing surgery and support to children and adults with cleft lip and palate.
It’s a cause close to our Founder, Paul Toms’ heart, as he was born with a cleft lip and palate himself. When interviewing guests on the EMEA Recruitment podcast, Paul asks them to explain the last thing that made them smile.
You can listen to some of the answers from our guests below:
Thank you to Dorie Clark, Markus Graf, Francesca Gino and Marco Aspesi, for sharing such lovely stories! Be sure to check out their full episodes: https://www.emearecruitment.com/podcasts
Throughout our partnership, we’re hoping to create 100 new smiles. It costs just €180/182CHF/£150 and takes as little as 45 minutes to provide cleft surgery on an Operation Smile medical mission.
If you can donate anything to help us reach our goal, please visit: https://www.operationsmile.org.uk/donate-to-operation-smile/donate-to-operation-smile-emea-recruitment/
Recently, we also welcomed Operation Smile UK’s new Executive Director, Mairead O’Callaghan, onto the EMEA Recruitment podcast to discuss her 11 years with the charity.
She also explained the charity’s goals for the next decade, as it celebrates its 40th anniversary in 2022.
Find the episode on your podcast app or watch on YouTube below:
Paul explains his connection to Operation Smile: “I can’t compare the challenges I faced with those of the young children Operation Smile help. All I can say is that, from my experience over the years, I changed from being afraid my uniqueness would define me, to embracing the fact that it defined me.”
Operation Smile is the official partner of the EMEA Recruitment podcast. If you’d like to find out more about our partnership, visit: https://www.emearecruitment.com/operation-smile
Operation Smile United Kingdom is incorporated as a company limited by guarantee in the UK (No.04317039) and is a registered charity in England and Wales (No. 1091316).
The EMEA Recruitment podcast welcomes guests from across our network and beyond to share their career journeys, advice, and inspirational stories.
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