In today’s dynamic public practice recruitment market, the call for diversity and inclusion has never been louder. For job seekers in the field of accountancy, where diversity can sometimes be lacking, navigating the job search with a proactive approach is essential. In this blog we’re attempting to provide valuable insights and practical tips on how to tackle a lack of diversity in the accountancy sector, ensuring a fair and inclusive job-seeking experience.
First things first and of paramount importance; know that your need for diversity is not a weakness. Choose to approach your job search as your own biggest advocate and call out bias wherever you see it.
During interviews and negotiations, don’t shy away from discussing diversity. In a respectful manner, inquire about the company’s commitment to diversity and their initiatives. Express your own commitment to contributing to a diverse and inclusive workplace. This demonstrates your awareness and eagerness to be part of positive change.
And if you encounter direct or unconscious bias during any part of your job seeking process, call it out. Responding to bias requires a level-headed approach to ensure that your message is heard and understood so make sure you stay calm, choose the right moment, offer an example of where you felt or noticed bias and suggest an alternative way that the situation could have been better handled. This could include proposing different ways to assess skills and qualifications that are fair to all candidates.
Know Your Rights
Whether you’re directly impacted by issues of diversity and inclusion yourself or not, this is all of our challenge so familiarise yourself with employment laws and regulations related to discrimination in the UK. This knowledge can empower you to address bias with confidence, knowing your rights as a job seeker.
Research and choose inclusive employers
Before applying for positions, conduct thorough research on prospective employers. Look for companies that actively promote diversity and inclusion. Explore their mission statements, employee testimonials, and any diversity initiatives they may have. By aligning yourself with organisations committed to fostering diversity, you increase the likelihood of a supportive work environment.
Network Strategically
Networking is a powerful tool for job seekers. Attend industry events, seminars, and conferences to connect with professionals from diverse backgrounds. Engage with online platforms and forums where accountancy professionals share insights. Building a diverse network not only enhances your job prospects but also provides a valuable support system.
Seek mentorship
Establishing a mentorship relationship can provide invaluable guidance throughout your career. Seek out mentors from diverse backgrounds who have successfully navigated the interview process as an accountant. Their insights can be instrumental in overcoming challenges and opening doors to opportunities that may otherwise be inaccessible.
Highlight Transferable Skills
When crafting your CV and covering letter, emphasise your transferable skills. Showcase experiences that demonstrate your ability to work effectively in diverse teams or environments. Highlighting skills such as communication, adaptability, and collaboration can make you stand out as a candidate who can thrive in a variety of settings.
Participate in Diversity Programmes and encourage your peers to act as allies
Many organisations offer diversity programmes or initiatives. Participate in these to enhance your skills, broaden your network, and showcase your commitment to diversity. Some may also provide mentorship opportunities and access to exclusive job openings.
Follow up with after the interview
If you leave the interview feeling like you’ve become the victim of some form of bias, consider following up with the interviewer after the interview. If you’re working with a recruitment expert like us, we certainly want to know about your experience and won’t hesitate to follow it up. Express your appreciation for the opportunity but reiterate your commitment to working in an inclusive environment. There’s no need to beat around the bush here, whether you’re working with us or not, whoever has the relationship with the employer should feed back that improvements need to be made.
Remember, addressing bias during or after an interview requires a careful and considerate approach. By maintaining professionalism, providing specific examples, and offering constructive suggestions, you can contribute to a more inclusive hiring process while still presenting yourself as a strong candidate.
Ultimately your wellbeing must come first and this is another reason why it’s always a great idea to work alongside a recruitment champion like Public Practice Recruitment Ltd who is committed to ensuring that everyone is offered the same opportunity to achieve their career goals with recruiting firms. We’re absolutely committed to working alongside our candidates and clients to drive change and we won’t pussyfoot around the topic.
If you’re approaching an interview in practice, you’ll find plenty more useful tips in our Candidate Hub. Why not take a deep dive to make sure you’re interview ready.
And if you haven’t done so already, upload your CV so that we can ensure you’re amongst the first to hear about opportunities that we recruit into.
