What makes Eliot Partnership diverse?
Over 12 languagues spoken
66% of our regions are run by women
40Â employees from 18 countries
50% of our employees are female
Diverse teams have a proven competitive advantage: increased creativity and innovation, increased performance, and profits. Additionally, we believe diverse leaders create inclusive workplaces and teams - we help to support and identify these leaders.
- Our intersectional approach recognises that diverse hiring practices start from within an organisation by creating an inclusive environment where people feel authentic, supported, and confident to challenge assumptions without barriers
- We empower our team to challenge biases and perceptions in hiring processes and talent strategies. Education and knowledge are the cornerstone of our best practice policy which is delivered through a mandatory global training program
- We undertake cross-sector talent profiling to improve diversity and promote the inclusion of talent pools from industries outside of our own with tangential values
- Our assessment tools allow us to identify "hidden" and high-potential talent within insurance, as well as promote subconscious diversity in order to avoid "group think"
Our DEI toolkit
Our Briefs are designed to attract a diverse range of candidates through carefully selected language
Creative, diverse and out of the box research to identify and promote high potential candidates from diverse backgrounds
Anonymised shortlists
Rigorous competency and skillset assessments
Partnerships with networks, bodies and awareness organisations
Psychoanalytical assessments
- To spot hidden talent/potential
- To strip away all biases
- To embrace conscious diversity with subconscious alignment
The DEI Committee led by Catherine Hill, oversees Eliot Partnership's DEI strategies, defines our global initiatives, and ensures each search incorporates as diverse and inclusive a process as possible.