Ever since the start, Novare has actively worked with equality issues. Since 2017, all recruitments are counted in Novare’s Equality Index.
– We who work in the recruitment industry are in a position of power when it comes to equality. More companies must assume their responsibility, says Fredrik Hillelson, founder, and CEO of Novare Group.
The purpose of the equality index is to follow up on equality goals in all recruitments in a transparent way and inspire more companies in the industry to do the same.
– My view is that some colleagues in our industry are progressive, but the majority act quite cowardly about equality. They don’t want or dare to show their numbers, and it’s simply not sustainable anymore.
Today, clients are increasingly demanding transparency, notes Fredrik Hillelson. He says that transparency is important for the industry to follow the development and set clear goals to inspire change. – Together we bear a large responsibility to create a stronger, more profitable, and more sustainable business community.
– My view is not that there is any shortage of qualified female candidates. On the contrary, there’s plenty, but you must convince both the client and the candidate in another way than if it were a male. Women receive more divided reviews when we collect references, for example, and can both be hailed as fantastic or deemed ice cold. This isn’t due to a divided personality, but a divided attitude towards women, notes Fredrik Hillelson.
Fredrik Hillelson’s tips for those who want to recruit more equal:
- Educate all coworkers who recruit in ‘unconscious bias’ to shed light on any unconscious prejudice they may have
- Look for help outside your organization to look beyond your network
- Put demands on equality lists if you hire a recruiter to increase equality requirements within the industry
- Assess your internal processes when you recruit to increase equality requirements
- Start counting – statistics put focus on the issue and sheds light on any flaws