These articles address how Godliman can help asset management companies to meet their own diversity targets, by ensuring their recruitment practices result in better diversity outcomes at every stage of the hiring process, and throughout the employee lifecycle.
We will also include recommendations and comments on good and bad practice that we see in the fund management industry.
I am a female headhunter, but I think I might be unconsciously gender-biased toward men!
Have I been inadvertently using language that discourages people from recommending female candidates, or even deters female candidates from considering themselves for the role?
Are there any examples of successful Job Sharers in the Asset Management sector? If so, I would like to hear of them.
Based on my own experience of the sector, it is very rare – particularly at a senior level: I do not think that I have met even one person in a formal job share position. Which is odd, when job sharing presents such a good potential option to increase diversity at senior levels.
We are pleased to announce that Godliman is participating in the 10,000 Black Interns initiative by offering an internship in 2021.
This is an extension of the 100 Black Interns initiative launched in the summer on 2020 for UK Asset Managers and now encompasses 20 Sectors (and growing fast..)
Anyone who knows me well knows that I lack the sporting gene. That’s not to say that I don’t sometimes enjoy playing sports; but I almost never watch sports on TV and only follow sports people or events that make it to the front of the newspaper.
So how did Godliman come to model our “Godliman Rule” for diversity hiring on the US National Football League (NFL)?
