November 5, 2021

Summer 2020 saw millions of people across the world take to the streets to protest the killings of George Floyd, Breonna Taylor, Ahmaud Arbery, and countless other Black people.  

The protests led to conversations that extended well beyond police brutality against black people in America to unconscious bias and institutional racism leading companies to announce initiatives aimed at promoting diversity and inclusion within their four walls.

Yet fast forward 18-months and, despite all the bold promises about greater diversity, there’s evidently still a long way to go.

A recent survey by behavioural assessment firm, AssessFirst, has revealed that one in five HR leaders are not properly trained when it comes to DE&I.

The study discovered that this absence of proper D&I training among HR practitioners is having a significant impact on workplaces, with a lack of standardisation in the implementation of company policies. 

The founder and CEO of AssessFirst, a leading advocate for the removal of bias in the workplace, David Bernard, urged the government to create legislation around D&I, to ensure that the workplace is free from bias.

Bernard said: “We must not be allowed to reverse the clock and fall back into old habits. I truly believe it is imperative that the government introduce training regulations to support HR and recruitment teams as they source, evaluate and manage all candidates. Ultimately, this will create higher-performing businesses that are more efficient - and free from bias.”

The news comes hot on the heels of a ​report by Savanta’s Diversity & Inclusion team which found that three in ten Black employees feel discriminated against by their employer.

Sania Findlay, Senior Research Consultant and member of the Diversity & Inclusion Committee at Savanta, commented: “[...] It is clear that there is so much work still to be done within UK businesses and brands. [...]  To learn that two in five Black employees have left a job due to a lack of D&I is a somber reminder of the consequences of inaction.”

If your organisation is ready to take real action on DE&I, start at the very beginning – by pledging to make your Job Ads unbiased and inclusive so as to attract a diverse pool of candidates.

The unconscious biases embedded in Job Ads are no one’s fault unless we become aware of them and don’t make a change.

If you’re struggling to make the change, talk to us. It takes an intentional focus to unbiased those recruitment processes and we can help.

Daniel Fellows


Photo by Cytonn Photography on Unsplash