CULTURE

Diversity, Equity and Inclusion

At WilsonHCG, everyone shines BRITE

BRITE is our approach to fostering an environment where all members of the OneWilson community feel respected, safe, supported and celebrated. It’s not an initiative; it’s a mindset. One that is ingrained and integrated into everything we do.

“Our people need to be celebrated for their differences; to be empowered and inspired to bring their unique ideas, experiences and practices to life within our organization and throughout the communities and partners we serve. It's our people that propel us forward and we believe our talent drives the momentum that delivers exceptional service to our clients.”

John Wilson

WilsonHCG CEO and Co-chair of the BRITE Board

“Every person matters and deserves the chance to develop their skills and work in a respectful, inclusive environment. People should be able to thrive in the workplace simply by being who they are.”

Marisol Hughes

WilsonHCG EVP, General Counsel and Co-chair of the BRITE Board

Employee belonging groups

WilsonHCG has several employee belonging groups, which are employee-led resource groups that support collaboration, networking and allyship within the OneWilson community.

Parents
employee belonging group

Black Wilson Network
employee belonging group

Heroes
employee belonging group

Pride
employee belonging group

Multi-Cultural Collective
employee belonging group

Mighty Introverts
employee belonging group

Neurodivergent
employee belonging group

Leading inclusive hiring by example

WilsonHCG is leading inclusive recruitment and challenging the status quo. Becoming a Recruitment Industry Disability Initiative (RIDI) Pioneer is one of the many ways we continuously reinforce our promise to build disability confidence and inclusivity in recruitment. We have a long reputation for being a diversity and inclusion leader with recognition from Staffing Industry Analysts and Profiles in Diversity for our work in the area. Read more about what it means to be a RIDI Pioneer below.

Learn more

Supplier diversity programs

WilsonHCG is committed to the goal of enhancing economic opportunities for minority-owned, women-owned, LGBTQ* owned, veteran or service-disabled veteran owned, and small and disadvantaged businesses through contracting opportunities. We strive to incorporate agility, which includes flexibility, balance, and adaptability, throughout our supply chain. Our primary objective is to identify the most qualified suppliers capable of meeting our quality, integrity and performance requirements while growing a supply chain that reflects our diverse values and develops the communities we serve.

Diversity, equity, inclusion and belonging in the workplace: How we can help your organization

Diversity, equity, inclusion and belonging (DEIB) is a true business differentiator. Companies that integrate inclusion and belonging as part of their culture bring a wide spectrum of thinking and backgrounds to their operations, products and services. WilsonHCG’s BRITE approach works on the premise that to truly shine, organizations need to address both the internal and external components of diversity, equity, inclusion and belonging.

BRITE is not a one-size-fits-all solution. It’s customized based on where a client is in their DEIB journey. WilsonHCG has partnered with an industry-leading diversity, equity, inclusion and belonging consulting company to assist in diagnostics and strategy for systemic cultural change. We can help you articulate, set and reach talent acquisition goals for DEIB.

In Summary

As organizations in various sectors revisit their requirement for college degrees, they are turning their attention to hiring candidates with the right skills, rather than focusing on qualifications. It’s important to recognize that no two companies are alike, and so hiring practices may vary significantly depending on roles. This diversity in hiring strategies underscores the importance of being able to dive deeper and understand how different sectors and companies approach recruitment currently. By analyzing job postings without qualifications across four key...

Talent acquisition tech, generative AI, return to office (RTO) policies and skills-based hiring were the topics of discussion at our recent roundtable featuring talent leaders from across the UK. Sailesh Hota, practice director at leading global research firm Everest Group, also joined us for the interactive debate. Here’s what we learned during the session:

Important Notice: Recruitment scams are on the rise. It’s come to our attention that scammers are impersonating WilsonHCG employees and reaching out to candidates about potential job opportunities with us. These fraudulent messages may come via fake social media accounts, WhatsApp or chat apps, or via text messages. They reach out offering job details and in exchange, ask for personal information or sometimes even ask for financial info or payment. Please note that WilsonHCG follows all industry and legal standards for recruitment practices and will never ask you via...

Securing investment for talent acquisition isn’t always easy, but as companies struggle to hire and retain talent (and will continue to do so in the years ahead due to crippling skills shortages), it’s never been more important. Talent acquisition leaders, therefore, must build a compelling business case for budget. The right planning tools will ensure you gain that all-important executive buy-in for investment in talent acquisition.

Industry Insights

Blog Post

Which sectors are shifting towards a skills-based hiring model?

Industry Insights

Blog Post

Moving to a skills-based hiring model: The skills ontology starting line

Compliance

Blog Post

Recruitment fraud alert

Talent Strategy

Blog Post

How to build a compelling business case for talent acquisition budget