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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

Salary transparency is quickly becoming a prevalent practice across the US. From pay equity to more informed career decisions, it can also help with talent attraction and fostering trust within workplaces.

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The number of organizations offering unlimited paid time off (PTO) is slowly increasing across the US. As of April 2024, our data revealed 0.23%, or about 12,506 positions, advertised unlimited PTO as a perk. Though it is a minor fraction of total job postings, it has seen a 43.7% increase from the 0.16% recorded in May 2023, signaling a notable upward trend. Interestingly, around 21% ofjob listings that offer unlimited PTOinclude remote work options, while about 8% offer hybrid working.

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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...

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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:

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