​It has been four months since my promotion to Commercial Director and I have loved every second of it. I am respected and heard by my peers and I have never ever felt my sex has differentiated me in either a positive or negative way.

At the start of February I attended a “women in business” event and I must admit I was shocked and saddened by some of the statistics I heard around pay gaps, women landing top jobs and the chances of a women even securing a role when up against a man in an interview process.

I believe the recruitment sector has a responsibility to close this gap and work with their clients to improve the chances of women and minorities in the work place.

There are numerous ways businesses can attract the right “whos” for a role without falling into the  much discussed “positive discrimination” trap.

If there is one positive I can take from this pandemic, it is the advances employers have made when it comes to flexible working practices.

I, myself as a mother of a restless 19 month old, currently surviving on 2 hours sleep a night, can testify to the massive advantages of working from home, when a day in the office seems daunting.

SO this is a call to employers and recruiters alike, let’s all work together to further improve the advances made by women and minorities in the work place. When you have a position to fill, discuss different KPI’s around attracting and bring through a spectrum off applicants.

If you are interested in learning about different methods Core Talent uses in their talent attraction and interview processes, please get in touch with me at victoriagoodier@coretalent.co.uk