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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.
RIDI Pioneers logo_Company

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.
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WilsonHCG Phillippines Team

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

WilsonHCG’s latest roundtable was co-hosted by Humanly and held a hive of busy talent acquisition (TA) leaders who navigated a honeycomb of ideas, myths and reasons around strategic workforce planning (SWP). The event was led by Mark Edgar, chief people officer of Wajax, and co-host of Future FoHRward. He led a vibrant discussion.

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Nine out of 10 professionals believe having a multigenerational workforce contributes to the success of a business, a recent LinkedIn study revealed. Despite this, managers in APAC are currently facing challenges around effectively managing age-diverse groups.

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It’s been another busy year for talent acquisition leaders but what does 2024 have in store? Will AI continue to dominate? Will we see more organizations adopting skills-based hiring strategies and will there be more uncertainty? Spoiler alert, the answer is a resounding yes.

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The ink is still drying on your newly signed recruitment process outsourcing (RPO) partnership, and you’re wondering “What next?” After all, you’ve done a lot of due diligence to get to this point. If you’re like most talent leaders, you’re anxious to hand over all your open requisitions and let your new RPO provider get to it!

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