Acquiring and retaining diverse talent has long been a focal point of diversity and inclusion strategies in the financial services industry, with many initiatives aimed at improving access for, and representation of, minority groups within the profession.
Initiatives such as the Parker Review, which encourages FTSE 100 companies to employ board members from ethnic minority backgrounds, or 10,000 Black Interns, which provides career opportunities to black students or students of black heritage, have been pushing the boundaries of traditional recruitment practices in the sector. But when it comes to LGBTQ+ talent, what should financial services companies do? Helena Morrissey: Gender equality is not about fitting the mould As part of celebrating Trans Day of Visibility today (31 March), Investment Week caught up with recruitment profes...
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