Our Case Study

In 2012 we identified a shortage of female employees across the business, research had shown 50:50 gender split means a more productive work force and the fact that 2 of our 5 top performers were females.  There was a commitment from the Managing Directors to address gender inequality and the decision was taken to improve the ratio of female employees by 2022.

Over the last 4 years we carried out the following actions:


  • Reviewing and improving our Maternity & Paternity Policy
  • Making sure women returning to work after having a family are offered full support by Senior Management
  • Offering agility and flexibility in the work place when required
  • Creating a Diversity and Inclusion Panel, where we could meet to discuss how we can improve on attracting, retaining and develop highly skilled women
  • Operating an “Open Door” mentality where every Oliver James Associates employee feels they can speak to their peers and managers about their concerns and ideas without judgement
  • We Monitored | Reported | Acted
  • We worked on empowering and engaging our female workforce offering internal sponsorship programs to promote them internally.
  • Created a female networking group to share knowledge and best practice between our female employees
  • We are members of APSCo’s Women in Recruitment which aims to support women in the recruitment sector to achieve their full potential and assist recruitment firms in making the most of female talent

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