The Inclusion Dilemma Facing Hiring Managers That No One Talks About [Interview with Cynthia Davis] 

Cynthia Davis is the Founder and CEO of BAME Recruitment. She has 20+ years of experience working in industry.

Find out about considerable experience in this rare interview.

Here are some key messages from this episode:

  • The tactics used by recruiters to place candidates in front of hiring managers
  • The Dilemma facing recruiters who wish to promote Diversity & Inclusion
  • The real reason why Cynthia named her organisation BAME Recruitment

Play the episode for more

Here are some key takeaways from this episode:

Recruiters Respond to Strong Incentives

“They’re too eager to please the clients, to get the businesss, they don’t feel comfortable challenging them”

Talent is not Always Enough

“The talent is essential to have… sometimes talent is not always enough”

You are Going to Stand Out

“People remembered my name for the right reasons, because I had nowhere to hide, if I did something bad, they would always remember me because there’s only one of me…”

Here are some resources so you can go deeper:

Cynthia Davis Linkedin

BAME Recruitment

We are the City Rising Star

Check out these related episodes of the show.

These Mistakes Are Preventing You From Having A Fair & Inclusive Hiring Process [Interview with Olivier Vidal]

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences