Thursday, June 26. 2008
Equality bill - Tracksuits vs ... Posted by Joel Graham-Blake, MD
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13:33
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Have you ever seen a dog chase its own tail? The dog seems to be enjoying the process of what it is doing yet seems oblivious to the pain it will feel once it catches itself.
It seems our government is doing the same thing. The ideaology of making it legal for employers to discriminate in favour of female or ethnic minority job candidates, is both admirable and has been desired for such a long time yet this very approach seems to have overlooked the most fundamental thing when it comes to equality - simply, that it works both ways! One side primarily faces negativity, the other side primarily misses out on opportunity. The damaging aspect of inequality is that the negative impacts and reasons for them are often multilayered. Another issue is that many people just dont want to deal with it effectively because doing so will mean taking off the 'game face' and revealing your inadequacies, prejudices or shortcomings. On the other side, i pledge my full support to the idea that employers should disclose their salary structures (since on average, women are paid 40% less than men) and that age discrimination should be banned across the board - without women, there would be no men and our elders often have the pearls of wisdom to help us create our future so by right, we must celebrate them more, yes sir! However, employers have been placed in a precarious position, particularly in the areas of recruitment. On the one hand, they are 'encouraged' to positively discriminate (lets not kid ourselves, that is exactly how it will be perceived by the masses!) but if they dont, they will be seen as being totally discriminatory - that is not a nice position to be in. Can you imagine the possible impacts that employers are bound to feel - divisions within their workforce, lack of both cultural and social understanding, falsehood of management / employee relationships? The impact of change can only grow bigger. I think their is a solution to this issue but one that challenges us all - Employers need to identify the Individual Value that each person can offer in order to make a firm employment decision i.e what is the amount of added value that this individual can bring to the organisation?. For example: an employer has two job candidates both with the expected level of skills and experiences needed to do the job. One is black and one is white. Should the employer choose the black candidiate who could bring and offer expertise on their cultural background and ethnic minority knowledge or choose the white candidate who could offer a more traditional and westernised approach and life experiences? Which should they choose and why? Personally, that is a decision that must not be taken lightly and must be explored honestly and practically. Employers must also committ to taking a more grass roots method of engagement - and i dont mean meetings with self-appointed leaders of local communities. I mean engaging with the old asian lady who likes to buy fabric to make sari's but volunteers at the local nursing home or the old black man who likes to play dominoes with a shot of whiskey but collects the trolleys at Asda or the young teenager whose unemployed mom can only afford to buy beef once every two months but is studying on a home based NVQ - thats who they need to listen too. Employers need help to adopt a 'casual wear' approach of engagement instead of the 'saville row' approach they are used to. You see, colour, age, sex, religion, disability or any other factor should never have mattered. What should have always mattered is that the individulality of a person creates a feeling of excitement in the heart and mind of the potential employer. Thats when the magic really starts to happen! Joel Graham-Blake is a Diversity Workforce Consultant, advising businesses on how to utilise the value of all people in their workforce, to achieve business growth and personal success. Sunday, April 13. 2008
Entrepreneurial Mindset support for ... Posted by Joel Graham-Blake, MD
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In order to become commercially successful, recruiters and business owners must self-reflect consistently on their personal motivations and responsibilities, if they want to be an integral part of a successful enterprise.
It is crucial that they use those motivational drivers to create practical strategies that will give them the self-confidence, to overcome many of the unforeseen challenges that lay ahead. Due to my own background and circumstances, I have had to go through many personal struggles and made many sacrifices. All have helped me to understand the impact that i can make in the lives of others and to maintain the passion that I have for my business. More importantly, the lessons learnt on my entrepreneurial journey have kept me humble and committed to helping others achieve even greater success than I have. I offer personal development seminars focused on helping individuals to overcome any personal fears in starting a business, to create a new approach to recruiting and to develop unique personal goal achievement strategies. If you are interested in attending a future seminar, feel free to drop me a line! joel@cultiv8solutions.com Wednesday, April 9. 2008
Promote the entrepreneurial mindset ... Posted by Joel Graham-Blake, MD
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16:47
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In my work with graduates within business schools and universities, i help them to prepare for the journey of entrepreneurship and the world of work.
I often find that many are unsure of how to realise the potential power they have and how to utilise the wide range of skills and abilities that they have to better the business of their future employers and for the enterprises they seek to create. Furthermore, many fail to see the employee benefits that they can access by having a more entrepreneurial approach to their work. On the other side of the coin, my work with medium to large employers has indicated a need for more dynamic thinking and creativity from their staff in order to allow their business to compete within our ever changing commercial world. So what are we doing to help them? Well since i have made the shift from recruitment consultant to management consultant, i firmly believe recruiters should be helping candidates to see their job as if they are 'running their own business' inside of the business of their employers. Recruiters should promote leadership, self-reflection and 'out the box' thinking as a given as opposed to something to think about depending on the job role. That way their level of self-worth, motivation and confidence will increase productivity and results for the employer. Employers will then be able to tap into the wide array of skills, knowledge and experiences that many staff are often scared to reveal, whilst at the same time, value the services and choice of candidates by the recruiter - Win, Win all round!! Monday, February 25. 2008
FREE Online Job Vacancy Advertising ... Posted by Joel Graham-Blake, MD
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20:59
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Do you wish to advertise your service to a wider talent pool?
Are you fed up with paying individual job advertisement fees? Do you want to build relationships with prospective job seekers before they apply for your roles? We have launched an online service for recruiters who want to open up new channels for recruiting candidates and promoting their business to a wider talent pool. Our new Online Engagement Service will allow you to: - Register up to ten job ads per month - Add a company logo - Create a Business Profile (text description max 200 words) - Upload positive news stories - Promote your email and contact details - Network in real time with prospective job seekers in our Social Networking Forum What's more, you can have all this FOR FREE THROUGHOUT MARCH 2008! For more details, contact Joel Graham-Blake Tel: 01795 432 573 Email: joel@cultiv8solutions.com Monday, February 25. 2008
Are you really accessing a wider ... Posted by Joel Graham-Blake, MD
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20:35
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It would be fair to say that the ways in which we attract, recruit and retain staff have changed considerably over the past 10-20 years - from the impact of migration to the advance of technology, we are all on our toes...or are we?
Change is something that many people fear, others welcome it with open arms but one thing is for sure - when change comes you either adapt or get blown away in the breeze! Never has that been as important as within the recruitment industry, where reputations and client /candidate perceptions can make or break you... I feel that the industry is making progress to becoming more inclusive but the reality is that, the industry still has alot more to do. When you think that many recruiters have a good academic background, high standard of work experience and role models that they aspire to become, i wonder how many have taken 'a walk in the shoes' of the job candidate whose life has been completely different and more importantly, acted upon the experience? I hope there are many. Dont get me wrong..candidates must be given equal opportunity on merit and not because they are disadvantaged in any way, but how many creative skills, innnovative approaches to work or any other hidden benefits are overlooked because of a resistance to change? We are developing into a nation, that sniffs at a selfish need for profit but focuses on social entrepreneurship, climate change; we are becoming increasingly aware of our impact on others. I wonder if the day will come when we turn from a sales-orientated industry into a truly people-orientated industry? Wednesday, November 7. 2007
Bosses need to maximise diversity to ... Posted by Joel Graham-Blake, MD
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02:05
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The very mention of the word Diversity, still creates a wide range of debates and opinions within our business communities. Whilst many still continue to view diversity as another legality that they must be seen to be complying with, others seem to embrace the opportunities that lie within difference.
It would be sheer folly to underestimate the level of influence that diversity has over many individuals, on both a commercial and personal level. The business case has been heavily promoted yet many businesses fail to implement their policies and strategies effectively because key decision makers still have a fear of exploring their own personal relationships with Diversity. This resistance of honest self-analysis, usually required at the highest level of management, often develops into a sense of denial. This ultimately raises personal barriers of engagement, masked instinctively by the false comfort in becoming successful because 'we do things like we always have.' If you seek to create a sustainable business for years to come, you must analyse any fears or lack of understanding that you may have, so that you can embed diversity into the heart of your business. Good intentions mean nothing without an emotional commitment to take action. I work with businesses that require support in meeting their diversity challenges, in order to access both social and commercial advantages. An example of such a client is Aston Villa FC. By having a committed executive and senior management team who were willing to undertake a thorough and honest review of themselves and their roles, they have been able to identify a range of best practice processes and routes of community engagement that continually adds value to their organisation - their focus on being a truly diverse and inclusive organization was recently evident in the media, when a claim of unfair dismissal and racial discrimination by an ex-employee, was sensationally withdrawn. Retrospectively, it would be unfair if I did not highlight the fact that the burden of political correctness, legislative compliance, unlimited fines awards etc have all played a part in creating the fear that many business owners have seemed to have absorbed. But there is no excuse if the result is a lack of equal opportunity for all, discounting personal merits. I have some sympathy with individuals who may feel genuinely uncomfortable in participating in free discussion for fear of ridicule or showing any signs of inadequacy. The recent QES Diversity Survey reiterates this point with a staggering 45% – 60%of Birmingham Chamber members declining to answer the most sensitive of questions. However, negative perceptions should never come before the creation of a diverse workforce and organizational culture that not only mirrors the differences in society but also gives direct access to new commercial and social benefits. Strong business relationships are created between people who are like each other. The fact is, we now engage with a wider demographic consumer market within a world that is becoming more and more diverse. You know the right thing to do. Sunday, September 30. 2007
Are you protected against diversity ... Posted by Joel Graham-Blake, MD
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As the demography of the UK changes, its seems employers are asking more and more questions of their suppliers commitment to diversity, equality and inclusion.
How does that impact on recruiters? Mmm...How can i say this in its most simplest form? Employers must have diverse workforces within the current and future business world, to be sustainable. Recruiters supply staff to employers. Recruiters must know how to help their clients to develop a diverse workforce to remain competitive. It is as simple as that. 48% of senior management staff within the recruitment industry see and do what is necessary to meet their diversity needs. Some would say well done, good job...but what is worrying is that 48% is predominately made up of HR managers who have been given the responsibility to sort it out by company directors and executive management staff who don't wish, or more to the point, are unsure of how to deal with the issue. That means that many senior managers, within the recruitment industry across the UK, are left to deal with the one thing that influences the level of sustainability for the firms they work for - with no committment from their bosses because they themselves have no clue on how to integrate the benefits that diversity has to offer. Now, some would say my views are a little harsh but let me ask you a couple of random questions: How many ethnic minorities are on your senior management team? At least half? How many of your consultants are registered disabled or over 50 or gay/lesbian? I know that some firms have intensive diversity programmes for staff but the make up of staff is still not representative of those they wish to help into employment You get my drift...the recruitment industry needs to represent the wider talent pool in the candidate marketplace and generate a true understanding of diversity not just attend a couple of training days or seminars, tick a box and think all it tickety boo! What does the lack of diversity with recruitment firms say about the state of our industry? Personally, it needs a good kick up the .... Through the Diversity Management consultancy arm of my company, which works with both recruiters and employers, we have realised that until senior level bosses hold their hands up and face their personal fears, prejudices, ignorances and lack of knowledge about diversity, they continue to run the risk of losing competitive advantage within their respective marketplace. One solution - Have an honest and frank conversation with your team & clients about what your and their diversity needs are - If that is too difficult, you can contact me Joel Graham-Blake, joel@cultiv8solutions.com, www.cultiv8solutions.com. I would be happy to speak my mind about what you need to do..... Monday, August 6. 2007
Recruiters need to become diverse or ... Posted by Joel Graham-Blake, MD
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20:30
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Our economy and society is changing at rapid pace, in particular in the diversity of people seeking employment. Recruitment companies play an inportant role in the growth of our economy yet the majority of recruiters are not diverse themselves.
So what does this say about the quality of service being provided? Well, employers are increasingly demanding demonstrable evidence of their suppliers committment to diversity - in fact, the supplier chain, in some cases, is more important than their own business especially in areas of procurement and joint working. The facts are simple: if recruiters want to become competitive in this evolving marketplace governed by a change in the demographic population, recruiters MUST reflect the job candidates they work on behalf and add value to the clients they serve. Its common sense - How can recruitment consultants be providing a top quality service if they dont understand the complex issues, cultures and knowledge that diverse job candidiates have? Why should their clients continue to use their service, if they cant effectively met their most pressing business need? At Cultiv8, we have recently launched: - Diversity Management consultancy for Recruitment Companies - Specialist Diversity Job Board service. Both services are focused on helping recruiters develop bespoke strategies that they can use instantly as opposed to general awareness that they may get through in-house training. Times are changing, and so must the recruitment industry... Monday, June 11. 2007
Personal and business growth - one ... Posted by Joel Graham-Blake, MD
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15:06
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I must apologise for the break in my blog as Cultiv8 has undergone a huge change over the past couple of months.
We have now become Cultiv8 Solutions. Our new website address is www.cultiv8solutions.com. Email: joel@cultiv8solutions.com Please forward on to your contacts and networks. Increasingly, businesses are asking questions about our integrity and ethics from the viewpoint of commercial advantage. It is important that we re-evaluate our position as the bridge between peoples lives and economic growth - for the candidates we support and our own sustainability. Job candidates are becoming cuter about their choice of recruitment services because they know that the needs of businesses are constantly changing. For example: how many recruitment services actually reflect the diversity of their client base? We live in a society that was created by the blood, sweat and tears of more than one type of person - slavery, migration, vikings are examples of this. Yet, as the years have gone on, society has created a divide between the have and have nots, the wealthy and the poor, the skilled and unskilled. Isn't it ironic that society was founded on diversity yet, no one truly realised how important it was to our survival as a whole? Times are changing rapidly, and with it, the factors that dictate individual and business success. Tuesday, April 3. 2007
Online recruitment - where has the ... Posted by Joel Graham-Blake, MD
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13:09
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The latest trend hitting our industry is the rise in online recruitment services.
The efficiency of sourcing the right job and the right person for the job has become a prerequisite for relationship building. However...has the quality of candidates gone down because of this trend? The days of sitting down with a client and REALLY understanding their company values, cultures and needs has been replaced with the need for filling vacancies doubletime! That is why retention is still a huge problem for employers who use recruitment services. I am not saying that online recruitment is negative, far from it....i just question where the raw passion for recruitment has gone - the passion based on the satisfaction of matching the right candidiate with the right job, not the satisfaction of being able to buy that porsche or the long weekend to barcelona because you got your commission sheet into accounts on time! 10 years from now......i guess we will be able to teleport prospective candidates into the offices of clients with the press of a button or something revolutionary! Lets keep the passion alive as the right match more often than not secures more business, so the porsche will arrive one day! Wednesday, January 31. 2007Cultiv8 is cultiv8ing!
This year has gone off at a frantic pace - obviously the 'Big Brothergate' saga has been on everyone's lips, so let me get that out of the way first.
One word - Representative: a) of the elements of our society that get overlooked by fame, fortune and status b) of ignorance c) of the lack of cultural understanding between people d) of why the issue of diversity is so important. What was so ironic was the fact that Ms Shetty although of a' minority' group actually has more status as a celebrity than her 'attackers' - she has many more millions, some would say posh lifestyle, her own servants, years experience of fame under her belt! Also, i found it funny that the show that made Ms Goody famous may ultimately be her downfall! Conclusion - Diversity and its importance within society has a long way to go before it is finally ingrained into every god damn person but you cant underestimate the power in the voice of the people - thing is, its common sense; treat people as you would like to be treated. Amen. The growth of Cultiv8 has been just as hectic - I had planned to merge the recruitment division of the business with the less publised business of a well known TV personality - no, i cant say! However, i decided to continue running as we are because although it was humbling and a pleasant surprise to be approached by someone on that scale, if our passion for seeing people achieve their goals makes things like that happen, then we must be doing something right. Therefore the journey seems easier to undertake. I hope i dont live to regret it but sometimes you have to focus on how you reach the finish line and at what cost....for me.....through my own blood, sweat and tears! You see, the notion of becoming successful all depends on what your definition of success is. I truly wish person x all the best and hope to work together in the future. All the negotiations made me ask myself: is it fame, is it money, is it an ego boost that Im searching for? Or is it that warm fuzzy feeling THAT I KNOW I'LL GET when i've have achieved something that i set out to create - a highly successful business that i planned sitting in my back garden, using a HB Pencil, on the back of the gas bill that i couldnt afford to pay. What is it FOR YOU? Lesson for 2007: Once you know what your motivations are, you then know who you are! Im 6ft, taurus, i like...(lol) and passionate about people. ALL PEOPLE. Self-Reflection, in my opinion, is healthy....Who are you? Friday, December 22. 2006
The flames of Diversity continue to ... Posted by Joel Graham-Blake, MD
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11:33
Comments (2) Trackbacks (0) The flames of Diversity continue to burn in 2007
MERRY XMAS TO YOU ALL AND BEST WISHES FOR 2007
Seems this year has been a year of confusion, information and reflection. Diversity jumped to the top of the agenda for many businesses, causing them to physically stop and clean out their own houses.....its a pity that it takes laws and legislations for people to realise the value in appreciating difference and embracing the benefits of doing so. What makes me uneasy is that many businesses now know what to do but are not taking action straightaway - although many committed businesses need support in doing do. I appreciate that this is a sensitive issue for both businesses and people alike but the fear and ignorances that are hindering progress must be faced...from the employer who has always recruited in the traditional way (you know what i mean!) to the BME/Older/ Female/Disabled/Religious/Gay/Lesbian individual. who has their own perceptions and stereotypes. Only then will we have progress..... That being said, with Bulgaria and Romania joining the EU, the anniversary of the abolition of slavery, the year of Equal Opportunities, proposed gender legislation....all in 2007...the issue of Diversity will be discussed, debated, criticised, praised even more..and so it should be, provided recommendations are actioned. Cultiv8 2007 In response to future forecast of diversity trends and client and candidate needs, Cultiv8 will be changing the way its delivers its quality service. Its all hush hush at present, but be prepared for a revolutionary and cutting edge method of meeting the needs of diverse individuals who want to be valued for who they are and what they can offer rather than what they are. I leave you with a quote that , for me, sums up the challenges that we face but can be met in 2007: Take care, and have a great holiday with you and your families. "When I walked out of prison that was my mission to liberate the oppressed and oppressor both. Some say that has now been achieved. But I know that that is not the case. The truth is that we are not yet free, we merely achieved the freedom to be free, the right not to be oppressed. We have not taken the final step of our journey, but the first step on a longer and even more difficult road. For to be free, is not merely to cast off one's chains, but to live in a way that respects and enhances the freedom of others. The true test of our devotion to freedom is just beginning. I have walked that long road to freedom. I have tried not to falter. I made missteps along the way. But I have discovered the secret. That after climbing a great hill, one only finds that there are many more hills to climb. I have taken a moment here to rest, to steal a view of the glorious vista that surrounds me. To look back on the distance I have come. But I can rest only for a moment, for with freedom come responsibilities, and I dare not linger, for my long walk is not yet ended." (Nelson Mandela - Long Walk to Freedom) Thursday, November 30. 2006WELCOME TO OUR BLOG SITE!
Hi there reader- how are you? Welcome to our blog area.
This area has been created to offer you the chance to voice your opinions, comments, perceptions, particularly around the issue of Diversity but also other issues that you feel are important to discuss. As Founder and Managing Director, I have ensured that Cultiv8 is specialist diverse recruiter. Why? Simply because i am passionate about the fact that talent is available everywhere from all people, regardless of age, race, gender, disability, religious beliefs etc. In less than one year, the service has been catapulted into the heart of industry, challenging the mindsets and cultures of both individuals and businesses alike. However, there is still alot more that needs to be done to ensure that the impact of Diversity is embraced. The untapped talent must be accessed and nurtured in order to utilise its full potential - ITS UP TO YOU! This blog is a chance to talk about the issue of Diversity in an informative, direct and honest way. RULES I hate to set them but i will...if not followed, you will be expelled and ill probably expose you too... - No discrimination or prejudice of any kind. FULL STOP - No swearing - No pornography or sexual innuendo - Honest dialogue - because of the sensitivity of some issues, dont be afraid to ask questions - No direct job or candidate canvassing - we have recruitment services for that!! - Keep it real - lets keep it fun, challenging, serious, grass roots. CATEGORIES Feel free to suggest categories for this blog site. I have added a couple but dont be afraid to suggest others...this is for you to use in ways that help you. I just want to say thanks to those who have supported the Cultiv8 journey thus far- you know who you are...words cannot even begin to describe my appreciation.. So, get blogging and i look forward to hearing from you. Remember - nurture your potential Joel
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