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Equity, diversity and inclusion
Powering every person to fulfil their unique potential
We believe in the power of a diverse global workforce that champions the right for people to be their true, authentic selves.
At Robert Walters we recognise an inclusive workforce is a strong workforce. When people feel free to be their authentic selves at work, their ability to create and innovate is unhindered. In turn, their unique perspectives and experiences open up new ways for businesses to grow and achieve more.
Our equity, diversity & inclusion policy provides the framework for our actions in this area and is embedded as part of all new starter inductions. It sets out our approach and the commitments that we make: primarily, the promise of a working environment that promotes inclusion, dignity and respect for all.
Our ED&I vision
Our equity, diversity and inclusion vision is to create an environment that encourages people to listen, learn and respect each other, where people can be their authentic selves, and to provide thought leadership thinking on inclusive hiring and diverse recruitment to our clients, challenging the status quo.
We do this through the framework below:
Our ED&I framework
Consciously inclusive culture
Review our processes and policies ensuring a systemic culture of inclusion with transparency and fairness. Developing a culture of curiosity underpinned by robust training and communication.
Knowing our data
Establish a baseline of diversity and inclusion data to enable us to measure progress and to drive meaningful change which is regionally relevant.
Inclusive accountable leadership
We will be led by diverse, inclusive and effective leaders who embrace and take accountability in creating an inclusive culture.
Amplifying voices
Create a workplace of upstanders, where people feel safe to speak up and challenge respectfully. We will raise up employee voices through visible sponsorship and allyship and empathy.
Leading the conversation
We will drive the conversation on diverse hiring for our clients, providing thought leadership and innovation in diverse & inclusive hiring services.
Powering people potential
We will work with our communities, and suppliers, creating opportunities to level the playing field for to ensure that both candidates and employees reach their full potential.
Advancing our ED&I journey
Find out more about what we've done recently to advance our diversity, equity and inclusion journey and promote diverse hiring practices in our annual report:Our two-fold approach
As a world-leading talent solutions provider, we are in a unique position to champion diversity both within our own business and for the clients and candidates we serve to promote diversity, equity and inclusion in the workplace. This two-fold approach promotes diverse hiring in our clients’ organisations while driving inclusive practices within our own.
Promoting inclusive recruitment practices
Diverse hiring is an area where we can offer tremendous value to clients, as well as fortify our position as the recruitment partner of choice for the world’s top professionals. We have continued our pioneering use of technology to drive diverse hiring through Adify, our cutting-edge approach to removing male gender biased language from job adverts, as well as employing LinkedIn insights and bespoke advertising solutions to connect employers with the most diverse pool of candidates possible. Our award-winning Recruitment Inclusivity Audit assesses the end-to-end recruitment process, producing a bespoke report with clear actions helping employers to minimise bias and improve diversity.
Resources and strategic advice for clients
Helping our clients build more diverse teams is one way we achieve our purpose of powering people and organisations to fulfil their unique potential. Our experts offer outstanding thought leadership with a focus on implementing diversity strategies, empowering and supporting employees and building a more inclusive workplace.Our partnerships and accreditations
Robert Walters partners with a wide variety of organisations that are championing diversity and equality across society. We continually look for new opportunities and platforms to support and advocate on behalf of those who are striving to fulfil their unique potential. Our partnerships, accreditations and pledges are a key way of ensuring that we remain focused and held to the highest standard in everything that we do in ED&I.
Some of our global commitments and partnerships include:
Celebrating difference
Diversity is simply the visible or hidden dimensions of difference that makes us who we are. At Robert Walters we not only celebrate difference but build a culture of curiosity and understanding where we know we can leverage our difference.
We know that diversity is about difference and that covers a very wide range of areas. We value that everyone is different and so have a spotlight on the six dimensions below.
Our diversity dimensions
Gender balance
Creating an environment where women progress is critical to our business, ensuring all genders have the support to succeed at work. We’re proud of the strong representation of women at all levels within our business, and as a recruitment business we recognise the role we can play in improving gender balance in the workplace for future generations.
LGBTQ+ inclusion
We’re extremely proud of the LGBTQ+ inclusive workplace we’ve built. Our Pride Employee Resource Group (ERG) for LGBTQ+ colleagues and allies launched in 2021, working with our ED&I council, HR and leadership teams to drive meaningful change, and helping the business globally to celebrate LGBTQ+ inclusion not just during Pride month but all year round.
Disability & neurodiversity
Recognising and celebrating the differences and talents of all people including those living with disabilities is core to our business. We partner with Business Disability Forum and are committed to our own individual actions as well as the synchronized collective action of the Valuable 500. Our Enable ERG supports colleagues with disabilities, long term health and neurodivergent conditions.
Race, ethnicity and cultural heritage
Our people share cultural celebrations globally though our internal communications platform, Workplace, and we host regular ‘cultural conversations’, creating safe spaces for employees share personal experiences and supporting our overall ED&I mission to drive change. Events have included a conversation on ‘What it means to be an ally to your Black colleagues’ and ‘Stop Asian hate.’
Mental health and wellbeing
Looking after the mental health and wellbeing of our employees has never been more important. We have mental health first aiders and over 65 wellbeing champions globally, and our Enable ERG is a community that supports colleagues and continues to normalise the conversation and remove the stigma around mental health.
Multi-generational workforce
We recognise that the breadth of experience and perspectives that comes from having people in the workplace spanning early careers all the up to the ‘working wise’ is beneficial for everyone. We adapt our learning and development programmes to ensure that we meet the changing needs of our people at every stage of their career.
Empowering our people to lead the way
Our people are key to making our business the place it is today. That’s why the development of our ED&I councils and Employee Resource Groups is a key part of our strategy to ensure we are amplifying the voices of employees and empowering our colleagues to come on the journey.
With over 100 people in our regional ED&I councils they ensure that our global strategy is executed in a regionally relevant way. Working closely with our Senior Leaders in region they have driven a significant amount of awareness though cultural conversations and the creation of new policies.
Our employee resource groups (ERGs)
Pride ERG
For LGBTQ+ colleagues and allies, the group provides peer support and a safe space for members, working together to raise awareness and to make our business the best place to work for LGBTQ+ employees.
Enable ERG
Enable is a group for colleagues with hidden or visible disabilities, long term health or neurodivergent conditions, or those with caring responsibilities for members of those communities.
Family ERG
A group for working parents and carers, building a supportive community and advocating for change in policies and practices, raising awareness on issues related to being a working parent or carer.