At Valcon, diversity isn’t just a tick-box exercise; it’s embedded in how we attract, hire, and retain talent. If we want a diverse workforce, our recruitment practices need to reflect that. We sat down with Rachael, Head of Resourcing at Valcon UK, to talk about how her team is making a difference through inclusive hiring practices and why that approach is essential for creating the right culture and, ultimately, the most balanced workforce.
How does diversity shape your role at Valcon?
As the Head of Resourcing at Valcon UK, I play a pivotal role in shaping our talent strategy to attract and retain the best candidates. Diversity is central to that. Our recruitment team makes sure our hiring processes are inclusive from start to end, and by doing that, we can build the most diverse talent pool possible. We want to create an environment where people from all ethnicities, genders, and backgrounds feel valued and can thrive. This doesn’t just make our culture the best it can be, but it also means we make smart business decisions and better serve our clients.
How can you ensure fair and unbiased recruitment?
We take a data-driven approach to ensure fairness in our recruitment processes. We assess our candidates on their skills and potential, not with unconscious bias. Here’s how we do it:
- Structured interviews: Standardising questions and criteria to ensure every candidate is evaluated based on their skills and potential.
- Ongoing training: Addressing unconscious bias is crucial, so we equip our hiring managers and recruiters with regular training to help them recognise and mitigate bias.
- Recruitment analytics: We regularly review recruitment metrics to identify areas for improvement and stay accountable for our diversity goals.
Fair hiring isn’t just about having the right processes in place but also about maintaining accountability. So, our approach is always being reviewed and refined.
How can businesses embed diversity beyond hiring and support career growth?
I believe it’s essential to create clear pathways for career development to ensure diversity is embedded at every level of our organisation. We support this through mentorship and sponsorship programmes aimed at underrepresented groups, alongside creating an inclusive culture where every voice is heard and valued.
Grassroots efforts play a big role too. The Women in Tech team in the UK recently partnered with Speakers for Schools to provide equal access to work experience opportunities. We wanted to break the nepotism barrier – all too often, it’s about who you know rather than what you know. Real change happens when the business commits to different types of initiatives to achieve its diversity goals.
What are the benefits of a diverse workplace?
To put it simply, diverse teams drive better results – it really is that simple. At Valcon, we have seen firsthand how our teams are more creative and better equipped to solve problems because of the range of perspectives and experiences they bring. In the wider industry, it’s clear that diverse teams are more adaptable and capable of tackling complex challenges effectively.
What can men in leadership do to be better allies for gender diversity?
It is important that, as allies, men take action. This starts with listening and educating themselves – don’t rely on women to do all the explaining! – offering support, and holding themselves accountable. While gender diversity in leadership benefits everyone, it requires commitment at every level. Conversations are important, but it is action that drives real change.
Want to know more about Women at Valcon? Take a read here.
