We’re here for every sporting organisation and association; whether a charitable trust, amateur or professional club, national or international franchise. From ad-hoc assignments and planned events to finding entire teams of talent, our consciously inclusive approach supports distinctive and different equity needs, right across the board.
The level= unbiased approach and process is proven:
60% of candidates who got a job through our platform would never have been considered on CV alone
2-4x increase in attraction and selection of ethnically diverse candidates
1/3rd reduction in time to hire
>96% of hires stay >12 months (UK average is <80%)
Nearly 90% of companies are concerned with reducing bias in their talent acquisition process
Multiple surveys between 1996 and 2020 show significant discrimination against people from non-white ethnic backgrounds, to a point that they have to apply for between 50% and 300% more roles to get an interview
In 2018, one in three (32 per cent) disabled people said that there is a lot of prejudice against disabled people in Britain. Source: Scope, Disability Perception Gap 2018.
Four in five (81 per cent) disabled people would like to be more active.
The 2020 figures represent a gain of only 1.2% or 15 additional ethnic minority led roles since the Colour of Power 2017 index, demonstrating a failure to address the disparity of power in the UK’s leadership positions, despite three years of government-backed targets and ample rhetoric about commitments to improving diversity & inclusion.
50% increase in applications from ethnically diverse backgrounds
80% of the roles filled by Female applicants