LIFT 1.0:Revolutionising Inclusive Hiring
A Ground-breaking Strategy
Simon Long (55/Redefined) and James Fellowes (Bridge of Hope Careers) present a ground-breaking strategy for the AMS D&I Alliance: LIFT 1.0. This programme leverages technology, data, and partnerships to transform recruitment and foster inclusivity.
Comprehensive Approach
LIFT's core elements include ROI metrics, a partner ecosystem, a talent pipeline, an implementation roadmap, impact tracking, certification, thought leadership, and policy influence. This comprehensive approach empowers C-suite leaders to build truly inclusive workplaces.
The Future of Work
Inclusive organisations are the leaders of tomorrow. This journey requires a strategic approach to build an inclusive workplace culture. Unlock the full potential of all employees to drive innovation, boost productivity, and deliver exceptional experiences.
LIFT 1.0: Unleashing the Power of Inclusion
Elevate your workplace with LIFT 1.0, the key to unlocking a transformative culture of inclusion. LIFT 1.0 transforms workplaces into hubs of inclusivity and growth, where every individual is valued and empowered to soar.
Inclusive Workplace
LIFT 1.0 empowers a culture of inclusion, unlocking talent and building a more equitable workplace.
Fostering Belonging
LIFT 1.0 fosters a culture of inclusion, creating a sense of belonging for all.
Unlocking Benefits
LIFT 1.0 unlocks talent, boosts innovation, and drives inclusion for all.
Core Elements of LIFT 1.0
The Transformative Pledge
Commit to shortlisting at least one diverse candidate for every role, setting a new standard for inclusive recruitment.
Holistic Stakeholder Engagement
Secure buy-in from C-suite to frontline, embedding inclusive practices at every level of the organisation.
Inclusive Candidate Pathway
Implement structured approaches to improve success odds for diverse candidates, focusing on potential and skills.
Dedicated Talent Community
Create a rich, readily accessible source of diverse candidates from multiple specialist sources.
Tender Power
Leverage inclusive hiring as a competitive advantage, because doing good is good business.
Return on Inclusion (ROI) Metrics
1
Multidimensional ROI Framework
Quantify both financial and social impact of D&I initiatives, providing a comprehensive metric that speaks the language of business and human potential.
2
Predictive ROI Modelling
Enable organisations to project future returns on inclusive hiring, informing long-term D&I strategy and resource allocation.
3
Social Value Quantification
Assign monetary value to social outcomes of inclusive hiring, demonstrating the broader benefits of D&I initiatives.
4
Performance Correlation Analysis
Correlate diversity metrics with key performance indicators, establishing clear links between diverse hiring and organisational success.
Inclusion Assured:Empowering Inclusive Hiring
Embedded Framework
Integrate inclusive hiring into your organisation's DNA.
Proven Results
Generated over £1M in social value with 110+ placements and 800%+ return.
Competitive Edge
Win more bids and tenders with an inclusive approach that sets you apart..
Key components
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2
3
4
1
Inclusive Hiring Pledge
2
Stakeholder Engagement
3
Dedicated Talent Community
4
Improved Candidate Pathway
Unlock the Benefits
🔓Attract more candidates, grow sales, win new prospects, and create positive social impact.
🔓Enable the creation of a sustainable workforce.
🔓Future-proof your business.
Partner-Powered Ecosystem
Synergistic Alliance Network
Leverage the combined networks of AMS D&I Alliance partners, creating an unparalleled, multi-dimensional diversity network that spans various aspects of diversity.
Cross-Pollination of Best Practices
Facilitate regular exchange of inclusive hiring strategies among partners, creating a collaborative learning ecosystem that breaks down silos in D&I efforts.
Collaborative Talent Pooling
Create a shared, diverse talent pool accessible to all partner agencies, transforming competition into collaboration and leading to exponential growth in successful placements.
Multi-Dimensional Diversity
Embracing human complexity with a comprehensive, intersectional approach to meet diverse client needs and value every individual uniquely.
Scalable Impact Model
Driving local to global change by adapting core principles across cultures for diverse placements and exponential social value growth.
LIFT 1.0 Partnering with AMS D&I Alliance
Our mission is to unlock the power of diverse and inclusive talent. We partner with leading organizations representing key protected characteristics to spread awareness and provide practical tools for inclusive hiring.
We represent the main protected characteristics and work up with amazing, like-minded pioneers:
1. BPY Network
(black talent)
2. Bridge of Hope Careers
(inclusive Hiring)
3. 55/Redefined
(age diversity)
4. auticon
(neurodiverse talent)
5. Evenbreak
(disabled talent)
6. myGwork
(LGBTQ+ talent)
7. Recruit For Spouses
(military spouses talent)
8. AMS
(global talent solutions firm)
Inclusive Talent Pipeline Strategy
Commit to Inclusive Shortlisting
Pledge to shortlist at least one candidate from under-represented groups for every role, creating a systemic shift in talent consideration.
Build an Inclusive Candidate Pathway
Implement structured approaches that improve success odds for diverse candidates, focusing on potential and skills rather than conventional metrics.
Cultivate a Dedicated Talent Community
Create a rich, readily accessible source of diverse candidates, pooling 'untapped talent' from various sources.
Engage Stakeholders in Inclusive Hiring
Secure buy-in from C-suite to frontline employees, embedding inclusive hiring into the organisation's DNA.
Prioritise Skills-Based Evaluation
Prioritise capabilities over credentials, uncovering hidden talent and creating a level playing field for all candidates.
Implementation Roadmap (12-Month Plan)
Phase 1: Foundation (months 1-3)
Adopt the LIFT pledge, establish baseline diversity metrics, and conduct intensive staff training on inclusive hiring practices.
Phase 2: Integration (months 4-6)
Fully implement the Inclusive Candidate Pathway, introduce bias awareness training, and launch a dedicated talent community.
Phase 3: Expansion (months 7-9)
Integrate LIFT principles into business development, showcase early wins, and develop customised LIFT solutions for key clients.
Phase 4: Optimisation (months 10-12)
Implement comprehensive tracking systems, produce the first LIFT Impact Report, and launch the LIFT Certification programme.
Inclusion Impact Tracking
Social Value Generation Tracker
Quantify the broader societal benefits of inclusive hiring, building on successes like The Recruitment Co.'s £1M+ social value generation.
Client Satisfaction and Retention Metrics
Directly link inclusive hiring practices to client outcomes, demonstrating the tangible benefits of diversity to clients.
Inclusive Hiring Performance Indicators
Track diversity-specific KPIs from application to placement, evaluating the effectiveness of the Inclusive Candidate Pathway.
Benchmarking Vs. Industry Standards
Provide context to an organisation's D&I performance relative to the industry, positioning them as diversity and inclusion leaders.
LIFT Certification Programme
Tiered Recognition System
Create a clear pathway with two tiers, "LIFT Practitioner" and "LIFT Champion", to celebrate both progress and pinnacle achievement in inclusive hiring practices.
Comprehensive Assessment Criteria
Evaluate inclusive hiring practices across multiple dimensions based on IA (Inclusion Assured) principles, including the pledge, stakeholder engagement, and inclusive candidate pathway.
Peer Review Process
Leverage industry expertise in the certification process, creating a community of practice where organisations learn from and inspire each other.
Continuous Improvement Cycle
Implement regular reassessments and improvement requirements, ensuring certified organisations remain at the forefront of inclusive hiring practices.
Public Recognition and Brand Advantage
Offer certified organisations access to a dedicated LIFT certification for marketing and communications, showcasing their commitment to inclusive hiring.
Thought Leadership Strategy
Monthly Blog Series: "Voices of Inclusive Hiring"
Provide a platform for LIFT partners and successful diverse candidates to share their stories, challenging the status quo and inspiring new thinking.
Quarterly Webinars: "LIFT Success Stories"
Showcase concrete implementations of LIFT principles through client testimonials and candidate success stories, bridging the gap between theory and practice.
Annual LIFT Impact Report
Compile comprehensive data-driven insights across multiple organisations, sectors, and territories, setting new benchmarks for inclusive hiring practices.
LIFT Innovation Summit
Gather LIFT partners, clients, and thought leaders to explore cutting-edge inclusive hiring technologies, shaping the future of recruitment via collaboration & innovation.
Collaborative Research
Partner with academic institutions to conduct empirical studies, shaping industry best practices and building a robust evidence base for inclusive hiring.
Policy Influence and Systemic Change
LIFT Policy Advisory Board
Collaboration of policymakers and industry leaders to shape future D&I legislation and industry standards.
Annual "State of Inclusive Hiring" Report
Comprehensive insights into inclusive hiring practices across sectors, driving transparency and accountability.
LIFT Diversity Standards
Collaboration with international organisations to establish globally recognised benchmarks for inclusive hiring practices.
Advocacy Amplification
Launch targeted campaigns to revolutionise D&I discourse, positioning LIFT adopters as thought leaders and change-makers in inclusive hiring practices.
C-suite Executives and Board Member Benefits
Competitive Advantage
Gain a proven edge in the war for talent by accessing untapped talent pools and new market opportunities.
Enhanced Brand Reputation
Position your organisation as a leader in diversity and inclusion, standing out in a competitive market.
Measurable ROI and Social Impact
Demonstrate tangible financial returns and societal benefits from inclusive hiring practices.
Risk Mitigation
Reduce legal and reputational risks associated with biased hiring practices, ensuring compliance & ethical standards.
📢Call to Action!
Start with Why
Reflect on why inclusive hiring matters to your organisation and how it aligns with your core values and long-term vision.
Take the Pledge
Commit to shortlisting at least one candidate from an underrepresented group for every role, catalysing transformative change.
Engage Your Team
Share the LIFT 1.0 vision with your entire organisation, fostering a culture of inclusion at all levels.
Implement and Measure
Begin implementing the Inclusive Candidate Pathway and tracking your Return on Inclusion metrics, sharing successes and challenges.
Partner with LIFT
Join the LIFT network, connect with other organisations, and share best practices.
Advocate for Inclusion
Become an ambassador for LIFT, championing inclusive hiring practices in your industry and community.
The Future of Work is Inclusive 🫂
🔓Unlock the Inclusive Future of Work
LIFT is a transformative approach that goes beyond diversity checkboxes. It's about fostering a culture where everyone thrives. This revolutionary programme empowers organisations to build truly inclusive workplaces, unlocking a world of new possibilities.
By embedding inclusive hiring into your DNA, LIFT opens doors to untapped talent, gives you a competitive edge, and positions you as a leader in the future of work. With a proven formula for delivering quantifiable ROI and social impact, LIFT isn't just about doing good - it's about doing good business.
Join us in Leading Inclusive Future Talent and redefine the recruitment landscape.