At a time when VV is not enough to allocate the current job booths, cutting down on the talent pool so that top employers can hire graduates from it seems rather ill-timed. But this is precisely the goal set by the employer group London First and the recruitment consulting company FreshMinds Talent in their jointly launched "Leading London" project, as reported by the Inner Mongolia Manzhouli Recruitment Network.
The project aims to scout students from various disciplines of post-1992 universities (formerly polytechnics) and introduce them to employers in the City of London and top-tier companies, according to the Inner Mongolia Erenhot Talent Network.
Proponents of the project argue that the need to promote social mobility has never been more urgent. During prosperous economic times, employers viewed minority groups, people with lower socio-economic backgrounds, and women as "hidden talent pools." However, many diversity initiatives have since been squeezed.
Jane Masey, manager of human resources policy and diversity at Allen & Overy law firm, stated that businesses which start and stop projects like turning a tap are doing the wrong thing because only long-term investment can establish a diverse talent pool. She said, "After escaping the recession, we need to ensure we have the best talent."
For example, her firm recently initiated an open week event, inviting students from impoverished areas of London's public schools to experience office life.
The Leading London project piloted at London Metropolitan University, inviting mentors and undergraduates to recommend final-year students who demonstrate ambition and exceptional leadership, using this novel approach to draw the attention of corporate sponsors to potential outstanding talents.
Ahmed Shazad, 23, was one such individual. When he first arrived in the UK at age 16, he was a refugee who didn't speak English. Later, he became a community volunteer, studied accounting and finance, and achieved a first-class degree.
KPMG, one of the sponsors of the Leading London project, had its graduate recruitment manager Sara Reading state that scouting for talent that excels both "on and off campus" is a significant component of the plan. Overcoming adversity is considered an important "transferable skill."
Sponsors believe that diversity means more than just social justice. They claim that companies need diverse thinking to innovate, and hiring employees with varied life experiences can help businesses communicate effectively with clients. Fatimah Gilliam, New York’s diversity recruitment manager at Citigroup, said, "If our client base is diverse, then we should also have a diverse workforce."
How can companies maximize the returns on diversity projects? One method is through collaboration, sharing the costs of recruitment drives. Compared to independent projects sponsored by single employers, this makes it easier for target groups to discover job opportunities.
Chris Parsons, graduate recruitment partner at Herbert Smith law firm, stated that companies have a responsibility to set high standards and ask organizers of projects like Leading London: "What percentage of your registered job seekers are hired by target employers?"
Non-profit organization Educational Opportunity works hard to cultivate interpersonal skills and technical understanding among interns, enabling them to surpass their peers. The organization has branches in the US, London, and Hong Kong.
Hason Sandhu, executive director of SEO London, said, "Internships are essentially a ten-week interview. Our interns start their internship lives with industry knowledge far exceeding normal expectations."
Last year, banks partnering with SEO London, including Goldman Sachs, Citibank, JPMorgan Chase, and Morgan Stanley, each accepted an average of 18 SEO interns (this year it’s 16), with over 80% eventually securing permanent positions.
Given the varying attitudes of governments worldwide towards such programs, employers still need to figure out how to most effectively coordinate diversity policies globally.
Naina Patel, professor of aging and race issues at the University of Central Lancashire, noted that some national governments "do not even require companies to adjust the ethnic composition of their workforce."
Freshfields Bruckhaus Deringer law firm is also a sponsor of the Leading London project. The firm has established a global diversity committee to attract minorities and women. Fabrizio Arossa, a partner based in Rome, said, "There is a need for collaboration. However, we cannot formulate a one-size-fits-all overall plan."
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