Soon to mark 50 years in business, much of Morson International’s journey from a bedroom-born recruiter established in 1969 to a global leader in technical sectors, rests on our ability to remain agile and adapt to the evolving needs of our clients, contractors, candidates and employees.
Equality, diversity and inclusion (ED&I) remain hot topics, especially when analysing representation, or the often thereby lack of, at the top, and we’re working hard to ensure that ED&I becomes part of the norm by changing the conversation.
A lack of diversity has created an imbalance in many of the sectors that we operate in, such as engineering, aerospace, IT, rail, nuclear and construction, and we’ve witnessed first-hand how females, LGBTQ+ and ethnic minorities have been underrepresented, particularly at senior level.
Change is Coming
Within our own business, we strive to ensure that our workforce represents our customers and society as a whole, which means recruiting from the widest talent pool possible and giving our people the tools, drivers and learning opportunities to thrive and reach their full potential, from entry through to board level.
We are ferociously challenging stereotypes to build diverse workforces that drive innovative ideas, change the status quo and raise the bar for success.
Including inclusivity as one of our core company values ensures that we do everything possible to provide a fair, open and equal culture from the top down and bottom up so that ED&I touches every part of what we do.
We also excel in the levels of diversity amongst our senior management and to ensure our board of the future replicates this same forward-thinking approach to talent irrespective of their gender, race, sexuality, age, religion and belief, and more, we run an ongoing mentoring programme with our leaders who possess the drive to reach the top.
Diversity breeds innovation, productivity and drives commercial earnings, and we work in partnership with a number of our clients to champion their own ED&I programmes, by giving everyone a voice and developing cultures that embrace change and outperform their peers.
The Diversity and Leadership Exchange
Maintaining an equal, diverse and inclusive workforce is part of Morson International’s DNA. As one of the most respected names in recruitment, we’ve built a business that delivers excellence for our employees, candidates, contractors and clients.
Improving diversity, particularly in leadership positions, is good for business, yet many technical sectors still lack gender and ethnic diversity at senior level.
We’re hosting a unique panel event which brings together world-class leaders from various professions and industries to share their own stories and insights on leadership behaviours to create inclusive cultures, lead successfully diverse teams and develop environments where all staff can thrive and reach their full potential.
Our panel includes:
- Anna Delveccio, FTA Everywomen Transport and Logistics Woman of the Year 2018. A champion for women in transport who began her illustrious engineering career aged just 15 and by her early 30s, was already appointed commercial account director for infrastructure giant, Amey
- Alex Rodick, client account manager at Stonewall, Europe’s largest LGBT charity. Alex's focus is on supporting the professional services industry to increase LGBT diversity in the workplace and ensure that individuals can reach their full potential.
- Simone Roche (MBE), CEO & Founder of Northern Power Women, Simone launched Northern Power Women out of a passion to connect and engage with people about gender equality.
- Adrian Adair, operations director, Morson International, Adrian is a major driving force behind Morson International’s diversification into new markets and transforming the brand into a global specialist in permanent and interim talent-based solutions. To achieve this, he has identified the future boardroom, ensuring it’s diverse, equal and inclusive.
We will be releasing the findings of the event in a video and write up which hopes to uncover the latest trends affecting business and how current and future leaders can navigate these issues to create more diverse teams that are engaged, productive and innovative, and ultimately drive business objectives.