Tag Archives: transparency

Why a diverse workforce can pay dividends

Creating a more diverse workforce should not just be seen as something to improve a company’s reputation or just used as a box ticking exercise, it should be recognised for something that will give you a competitive advantage and therefore ultimately increase success and profits.

Creating a team with different backgrounds and characteristics will enable you to challenge your thoughts and look at things from different perspectives, which in turn increases your creativity.

Research by Josh Bersin shows that companies who are the most inclusive are, amongst other benefits, 1.8 times more likely to be ‘change-ready’ which in today’s market is certainly a crucial skill to harness.

It is well documented that Publishing is an industry that has struggled with diversity and its ability or willingness to publish books that can appeal to and reach multiple audiences and although obviously not the complete answer, rethinking hiring practices has to be a starting point. As the recent well publicised academic study on diversity in trade fiction and the publishing industry Rethinking ‘Diversity’ in Publishing suggests ‘hiring more people who belong to marginalised communities will benefit publishers strongly in terms of helping them tap into new audiences – but only if they are given the resources and freedom to do this work’.  It goes on to say ‘while it is tempting to hire the person who fits in with the ‘culture’ of a publishing house, hiring people who do not fit the typical mould might in fact reap the biggest rewards if they are given the freedom and space to express themselves’.

As an agency and partner in our client’s recruitment, we take this responsibility seriously and do everything possible to facilitate the broadest possible reach and range of potential talent to offer them. To help combat ‘unconscious bias’, we can offer more standardised CVs which can include:

  • Removing candidate’s names
  • Removing university names
  • Removing current or previous employer details

We work with our clients to continually challenge our perceptions and some clients are asking us to specifically include a certain range of candidates where at all possible ie at least 1 female candidate, at least 1 male candidate (for roles such as editorial that have traditionally attracted mostly females) and at least 1 BAME candidate.  Where this is not possible, we are able to show that we have been fully inclusive with our searching and advertising criteria.  More and more clients are also opening their selection criteria to candidates outside of publishing, where this is possible.

As an agency, we encourage transparency when advertising new opportunities, particularly with salaries, as keeping salaries secret can increase discrimination. A candidate could be chosen simply because they are able or willing to accept a lower salary. To attract the right candidates to a company we need to look not only at their relevant ‘hard skills’ but also whether they are aligned to the company’s values and priorities. Transparency at an early stage, both with salaries and company culture, not only builds trust but also wastes less time. Even if we are not able to advertise the salary, we only approach candidates that we think are in the right bracket and do not put any candidates forward without them being aware of what the salary and other benefits are likely to be. We do not only look at the candidate’s current salary to determine whether they are a fit for the role, we look at whether they are qualified for the role, regardless of their current salary.

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Advertising Salary on Publishing Roles

Advertising Salary on Publishing Roles

Recently, there has been some discussion online about a lack of transparency in publishing recruitment in regards to agencies (and publishers) not disclosing the salaries on job adverts.

‘Available on request’?

At Atwood Tate, we disclose salary information on advertisements where we are permitted, but much of the time our clients ask us to keep this information confidential until point of enquiry.  There are a variety of reasons why employers wish to keep salary confidential or as “available on application”.  It can be because they wish to remain flexible or to maintain confidentiality across the company.  Other employees who are in similar roles may not be keen for their salary banding to be public knowledge.

We understand that this may make things seem a little more difficult for job seekers, but, although we are often not permitted to disclose the salary on the advert itself, for the vacancies we are working on we will always be happy to disclose information about the salary of the role if you are registered with us or send us your CV when you enquire about the position.

Salary advice before submission

We will always be clear on the salary range available for a job before we agree with you to submit your application.  You will have the opportunity to state your desired salary, so that expectations on this issue are managed on both sides from the outset.

In most cases, we will be able to provide greater detail than is supplied on the advert and this ensures no candidate arrives at an interview only to discover that the salary offered for a job does not meet their requirements. We are here to help on that front and can add a level of insight and transparency.

Call our Consultants

Don’t be shy of calling a telephone number on an advert for more information about the salary level. In some cases the advertiser may not be able to give you an exact figure, but in those cases, we would advise that you give the hiring manager or recruiter an idea of the salary that you would be looking for and they should be able to tell you if the position advertised would be in line with that.

At Atwood Tate, we are all for transparency and we will do our best to provide as much relevant information as possible when guiding you through the application process.

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