Meraki Talent are proud to participate in the Career Ready programme and are members of the Employers Network for Equality and Inclusion. We are also a Disability Confident employer.
At the heart of Meraki Talent is people—our own people, the candidates we serve, our customers and suppliers. Our aim is to ensure equality of opportunity for everyone we engage with. This is regardless of background, personal characteristics, and beliefs.
We treat everyone with respect, empathy, and kindness. We recognise and celebrate the fact that organisations that embrace equity, diversity, and inclusion as a business priority are more successful than their non-inclusive competitors.
Success drives our ability to continue working with purpose and positively impact people connected to Meraki Talent.
Our ED&I policy applies to the management and all employees of Meraki Talent. This extends to any associates who work with us delivering services to our clients.
Meraki Talent is an equal opportunity employer and complies with all legislation in the geographical locations of our offices and the locations in which we provide services. We will never discriminate against staff, candidates, clients, suppliers, or any other individual or group who comes to have dealings with our organisation. Specifically, we will comply with the protected characteristics outlined within the UK Equalities Act 2010, as we are a UK-registered organisation.
Any employee, associate or affiliate who does not conform to the ethos of this policy or is in violation of any laws in the territory in which they work may be liable to disciplinary action, as directed by our CEO, Andrew Welsh.
The board of Meraki Talent will not tolerate any form of discrimination, whether it is a ‘protected characteristic’ or otherwise, nor any form of bullying or harassment. The board encourages any individual or group who believes there has been a material or procedural violation of this policy to report it immediately to the Director of ED & I, who will investigate and, if necessary, start disciplinary procedures.
Fair treatment, access to opportunity, and advancement for all, while eliminating barriers that have prevented some people's full participation.
Refers to all the ways in which people differ, including the characteristics that distinguish one person or group from another.
The act of creating a work environment which welcomes everyone regardless of their characteristics ensuring they are respected, supported, and valued.
Our ED&I mission is simple: We want to change the world, one person and one company at a time. Our goals are related to how ED&I have a direct impact on our business through five key themes:
Our management and leadership team receive regular inclusive leadership training. This means they appreciate and value different characteristics, voices, and ideas, with a focus on removing opinion from authority. Our leaders understand how and why ED&I is a business imperative and the importance of being ambassadors for our staff, our business, and the wider community in which they operate. Our leaders champion the diversity of our teams and the candidates we represent. We provide inclusive leadership training to a wide range of customers.
Meraki Talent has implemented inclusive policies and processes across our organisation. These include how we:
Our aim as a business is to be representative of the communities in which we operate in terms of our own staff, the candidates we represent and the consultancy we provide to clients. We value different experiences and different perspectives. We are proud of the diversity of our own team and our leadership. Yet, we recognise that we can and must do better and that striving for true diversity and inclusion. It is an ongoing journey that requires work, investment, and innovation. We always seek diverse and underrepresented talent to ensure shortlists for our own roles are representative. We take positive action where appropriate to reach underrepresented talent and provide opportunities for those individuals and groups who might not otherwise have equal opportunities.
The learning and development of our staff and leadership is a core aspect of our ED&I policy. We want to provide our people with knowledge and expertise so they can carry our ED&I mission forward; to change the world, one person and one company at a time. All staff receive our Inclusive Recruiter training. We provide company wide ED&I training on a wide variety of topics, which include:
We provide a budget for staff to identify and invest in further related training that is of particular interest and supports their own ED&I-related aims. Succession planning and career progression are a key focus for Meraki Talent, and we recognise that additional support might be required for staff from diverse and underrepresented groups.
We monitor the diversity of our own staff and candidate applicants to our recruitment business (in line with relevant legislation). All data collected is anonymous as a data set and is subject to GDPR legislation. We never attach diversity-related data to candidate or staff files. We review this data set on an ongoing basis. We seek to identify patterns and trends to assess the effectiveness of our policies and inform improvements to address any gaps or opportunities. We review our policies and procedures and seek the latest best practices from across the globe and from different industries to identify opportunities to improve.
Meraki Talent seeks diversity in its supply chain. When reviewing existing or new supplier relationships, Meraki Talent will seek suppliers who have ED&I-related aims, ambitions, and values that match or support our own. When tendering for new services, Meraki Talent requires that businesses owned by diverse or underrepresented individuals be included in any tendering process.
Our ED&I policy and how it impacts our business is the responsibility of the board of Meraki Talent, and in particular, our leadership team, who have direct oversight of how this policy is implemented across our business lines.
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