Dei@Nabs

We ask you during the initial consultations what DEI means to you. We then build our research and outreach strategy targeting potential candidates from specific communities that would bring more diversity to the organization. We are proud of our track record of placing women in 70% of all our senior roles searches and that 74% of our candidates we place are considered diverse in their context

At the beginning of our process, we discuss which stakeholders should be included, such as staff, partners, or board, and through what forms (video calls, surveys). We appreciate the opportunity to speak to many of your stakeholders, no matter the level, as this helps us understand your culture and align any misconceptions, we may see across the organisation that could affect the recruitment. Generally, these calls are confidential, one-on-one conversations.

During our consultation calls with you, we gather information to write role profiles and key criteria representing your organization’s culture, needs, and profile requirements. We write these documents for a broader and more diverse audience to easily understand them. To remove any gendered language, we run our wording past at least two NABS Group consultants from different cultural backgrounds, and we confirm these documents with your panel members, ensuring the language used also reflects the organisation’s internal culture.

We will actively search for candidates that fit your diversity definition and present a balanced longlist of candidates that fall within your organisation’s diversity context without discriminating against any candidate.