Diversity, Equity & Inclusion
DE&I is increasingly an essential component of a firm’s talent acquisition strategy. For Fram, diversity was never just a buzzword, we have lived our values right from our inception. However, we recognise that we are on a journey that has only just begun, and that we have a particular responsibility to promote diversity and reduce bias, given our industry.
We work hard to improve on our ability to target and engage with a broad and diverse talent pool for you, and for ourselves.
We need diversity of thought in the world to face the new challenges.
Diversity at
Fram Search
Diversity starts at home, and Fram has always been committed to diversity in the workplace, and actively pursue diversity in our own hiring strategies.
All our staff have undertaken unconscious bias training, and we ensure DE&I is central to our staff’s journey with us, from induction through to ongoing development.
In terms of gender pay gap, Fram has more female staff members, and a pay gap in favour of women, which puts us in the company of only 14% of that reported nationally (2018 figures).
We partner closely with our clients and outside agencies to ensure we live our values in all areas.
DE&I needs to be embedded through all aspects of a business, from talent attraction, through to development, promotions, exits, leadership, culture and strategy. Our commitment to diversity is baked into all our processes, ensuring we are best placed to help our clients recruit and retain a diverse range of talent .
- We have robust protocols in place to eliminate bias and promote diversity throughout the recruitment process, which are regularly reviewed.
- We utilise executive search techniques on all assignments, and are able to proactively engage with a diverse talent pool.
- We utilise inclusive language to ensure ads and messaging appeal to a broad audience and don't
- We are able to provide anonymised CVs in order to eliminate unconscious bias.
Helping
our clients
Our track
record
We have a strong track record in attracting and delivering diverse shortlists. In 2021, 49% of our placements were female and 17% ethnic minorities, and the broad diversity of our database is testament to our commitment to DE&I.
We have long provided our clients and candidates with expert thought leadership, and invest in producing high quality research and reports on DE&I.
Latest thought leadership
Women in Finance Charter
