Many major graduate employers in the City and the business world in general are making good efforts to promote diversity in their graduate intakes.
How graduate employers are promoting diversity
Many graduate employers here are targeting students from a wider range of universities than they did in the past.
Some graduate employers are working very hard to spread information about their graduate opportunities further, educate their recruiters about unconscious bias, and generally make their recruitment processes fairer.
It’s worth noting that City and business employers have a better track record than those in the UK’s other elite professional sectors on fair graduate recruitment processes in some respects, having generally never used unpaid internships extensively or required graduates to pay for essential postgraduate training themselves.
There are a few particularly interesting and encouraging steps being taken by City and business employers to make their recruitment processes fairer that you might encounter.
Some financial institutions and professional services firms are using online skills-based games as ways of engaging with and assessing the potential of students that might not have access to traditional recruitment channels and opportunities.
Meanwhile, in the legal sector, international law firm Clifford Chance has led the way in the rise of CV-blind recruiting, which means applicant CVs are not given to interviewers in advance in order to prevent them making snap judgements about applicants on the basis of their background, education, career history, or interests.
What graduate employers could do more of to promote diversity
However, some commentators have argued that graduate employers could do more to promote diversity in their graduate intakes.
For example, there's scope for many graduate employers to improve access to their student and graduate opportunities for all students, and to work more closely with schools and universities. More long-term mentoring schemes would also be a positive step.