[Video case study] Assessing adverse impact in recruiting talent at Harvey Nash

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Harvey Nash are a global recruitment company that values the importance of diversity. In 2016, they partnered with Thomas International to evaluate whether there was any evidence of adverse impact in their robust recruitment process.

Over 12 months, Thomas tracked hundreds of applicants for positions at Harvey Nash, monitoring demographic diversity, behavioural preferences and the eventual outcome of applications. Harvey Nash know that diversity is more than just demographics, and recruit with diversity in behavioural preferences, motivators and personality in mind.

Statistical analysis looked at the chance of each demographic group progressing and dropping out at each stage, using impact ratios, statistical tests and practical tests. The result? No evidence was found that any group was being adversely impacted in the recruitment process, though we were able to make recommendations to make processes even better.

Following the outcomes of the study, Harvey Nash were successful in becoming the first recruitment company to achieve the National Equality Standard, one of the UK's most rigorous and prestigious accreditations for diversity and inclusion.

If you would like more information on this project, or would like to talk about bringing ideas of personality diversity, staff engagement, talent benchmarks or adverse impact audits into your organisation, simply fill in the form below and our team of experts will be happy to help.