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        When we talk about diversity, we refer to those we recruit, both for our own business and the candidates we put forward for shortlists to our clients. A diverse workforce should include a representative mix of experiences, backgrounds and traits such as ethnicity, gender, age, religion, orientation and physical ability.

        Gallup defines diversity as ‘the complete spectrum of different human demographics’.

        For our business – and for our clients – we know that diversity is essential for success. And if diversity is the start of success, then inclusive policies that unlock the organisation’s diverse talents, are the opposite side of the same coin.

        Research has also shown that organisations which have more female executives in C-suite level roles will see a 34% higher shareholder return; so the financials cannot be ignored either!

        With so many women, people of colour, employees living with disabilities and other groups reporting that they often feel discriminated against and left out of key decision-making, there is significant room for improvement.

        At RC&A, we also know that our own approach to diversity and inclusion is one that needs to continue to evolve and grow, and that we must listen to the needs of employees and clients of different backgrounds, genders, ethnicities and other underrepresented groups, to truly understand the issues and to respond to them. We are fully committed to doing this and to creating a wholly diverse, inclusive and ultimately successful business that unlocks real innovation and returns for the clients and the communities that we serve.