好色先生TV

In 25 years鈥� time I hope we are in a position where diversity is no longer seen as an 鈥渋nitiative鈥�, a specific recruitment drive or a point of difference 鈥� but rather as a natural reflection of a varied and vibrant employee profile across all industries. 

In order to get to this point, making the connection between the talent we know is out there and the demand from industry is crucial step. Developing new ways of engaging with potential employees is vital 鈥� particularly in sectors like construction, which can find recruitment challenging. 

Developing new ways of engaging with potential employees is vital

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We want to attract the very best talent possible and we understand that often a one-size-fits-all approach just doesn鈥檛 work in recruitment.

Morgan Sindall Construction & Infrastructure鈥檚 Returnships programme, for example, is helping us to attract people with mid to senior level management experience, who have taken a voluntary career break of at

least 18 months. These people have been out of work for a wide range of reasons and bring extremely valuable experience to the table. 

Huge strides can be made when there is real commitment to positive change. A great example is the government鈥檚 commitment to encouraging mothers back to work. The Office for National Statistics has reported a dramatic step change in the rates of working mothers in the UK 鈥� almost 75% of women with dependent children are now either in full-time or part-time work. 

It鈥檚 this sort of tangible commitment to new approaches that creates real impact and will get us to where we need to be by 2043.

Dawn Moore is HR director at Morgan Sindall Construction and Infrastructure