Welcome to the Morson diversity portal where you can find insights on attracting all generations recruitment, tips to be more successful and guides to inclusive leadership. We are committed to changing perceptions within business, championing women in engineering and empowering young talent through mentorship.
Adrian Adair, Operations Director at Morson, articluates why we're diversity and inclusion is core to Morson:
“There’s no denying that diversity achieves better commercial results by driving innovative ideas, changing the status quo and raising the bar for success. Yet it isn’t just as easy as attracting talent from underrepresented groups, as a business must also create working environments that champion equality and inclusivity from the inside out.
“We strive to ensure that our workforce represents our customers and society as a whole, which means recruiting from the widest talent pool and giving our people the tools, drivers and learning opportunities to reach their full potential, from entry to board level.
“We’re the only recruiter to commit to a target for increasing the number of female contractors that we employ and are using our own business as a sounding board to perfect our diversity initiatives and challenge stereotypes, so these can be rolled out to our clients to develop cultures that embrace change and ultimately outperform their peers.”
We are proud to be members of Stonewalls Diversity Champions programme. Stonewall are Europe's largest lesbian, gay, bi and trans (LGBT) charity. Diversity Champions is the leading employers' programme for ensuring all LGBT staff are accepted without exception in the workplace.
Morson aim to create a workplace where LGBT staff can be themselves, driving performance, engagement and innovation. Through our involvement with Stonewall we aim to collaborate, learn and share cutting edge best practice and initiatives to enhance our ability to recruit diverse talent.
Here at Morson we are committed to improving the diversity of our company and building inclusive cultures every day. Not only is this good for business, it’s also the right thing to do. We aim to be a truly 21st century workforce, where everyone’s talents are welcomed, valued and nurtured.
As part of this we are committing to the Inclusive Culture Pledge, a special initiative by diversity consultancy EW Group. By signing up to EW Group’s Pledge, we will benefit from a year of dedicated support on five key aspects of diversity development: Leadership, People, Brand, Data and Future. Together this will provide a focus for building our skills, awareness, confidence and maturity around workplace diversity over the course of 2018. In doing so, we are making a commitment, internally and outwardly, to the lasting importance of diversity and inclusion to our company culture. For more information visit https://theewgroup.com
Our diversity and inclusion blog delivers the latest thought leadership, videos and content
Morson launch 50th anniversary celebrations by pledging to donate to 50 different worthy causes throughout the year. In 2019 Morson will celebrate half a century in business. To honour this land mark we have embarked on a programme of events, with charity and community at the heart. During the next 12 months we plan for every office worldwide across the Group to take part, nominating a charity in that region to support. Closer to home we are embarking to help the local community as part of our ’50 Weeks of Giving’ programme by providing donations each week to help schools, homeless shelters, elderly care homes, youth projects, animal welfare shelters and many other institutions in the Manchester area, beginning in January. In addition we will be working to raise money for our 2019 employee-chosen charities, Motor Neurone Disease Association and ABF The Soldier’s Charity. As part of the Armed Forces Covenant and a recipient of the Ministry of Defence Gold Award one of our charity nominations this year reflects our continued work towards helping ex-forces veterans into civilian careers. Through this activity we aim to have our best ever year of fundraising, giving £500,000 throughout the year and surpassing the record of £160,000 raised in 2016. In the last 10 years we've raised over £2million for worthy causes throughout the UK such as Salford University, the Seashell Trust, Destination Florida and Alzheimer's Society. Morson Group was formed by Gerry Mason, the late father of our current CEO Ged Mason, in the family home in Salford in 1969. Since formation, the head office of the company has never moved more than two miles away from its original location. We now occupy state-of-the-art premises on Centenary Way on the banks of the Manchester Ship Canal, and this relationship with the local area is something that we are keen to celebrate throughout the year. “Manchester has always been a fantastic and vibrant place to conduct business. From our first office at our family home, to our current corporate headquarters, we have enjoyed working within the diverse and exciting business culture Manchester provides and we are proud of our roots.” - Ged Mason, CEO Growing to become the third largest technical recruiter in the world and the UK’s leading aerospace and rail recruiter, turning over more than £900million, we have a proud history, providing talent to many major engineering projects such as Channel Tunnel, Crossrail, Airbus A380, A350 and Eurofighter aircraft as well as nuclear power stations Sellafield and Sizewell. To mark our land mark anniversary we will be releasing a commemorative book which will chart both the history of the business as well as the growth and development of Manchester itself with interviews and features from several famous Mancunians – many of whom are associated with Morson. A digital time capsule will amplify the celebration of our achievements through an immersive online experience, which will take the user through the company's past, present and future. Both of these initiatives will bring together Morson’s sporting ambassadors; from horse racing, to ex-Manchester United players, to former world champion boxers Ricky Hatton and Anthony Crolla and the newly-crowned WBA super middleweight world champion Callum Smith, to Sale Sharks and more. To give back to the people who make Morson a success, a celebration event in July will bring our employees from all over the world together. Ged is keen to take the opportunity of our 50th year to reflect on how the business has grown and look forward to the future. “It’s great to live up to the company core value of giving and sprinkling some star dust where we can. I'm very proud of the Morson family and where we are now. As much as we are looking back when we celebrate our birthday, it's important that we look forward and keep driving on, at all times remembering that our greatest asset is our people. As my father used to say, 'there is no finish line, and that is the challenge.'” Morson have been re-thinking recruitment since 1969. Click here to find your next opportunity with us. For the latest updates on our 50th celebrations follow us @MorsonGroup #WeAre50Find out more
DIVERSITY | 5 MIN READ Morson's Head of Marketing, Rebekah Lee makes the Future's List Creative industries leading a charge with more nominees Engineers, restaurateurs, pharmacists, entrepreneurs and disruptors recognised All Northern Powerhouse regions represented The Northern Power Women today have released the names of 100 women who have contributed to making a difference in their communities and raising awareness of gender equality across the North of England. The Power List celebrates women who challenge the norm and ensure that everyone they work with recognise the benefit of having a gender-balanced workplace. The Future List recognises the influencers and change-makers of the future who are already making a difference in their environments and communities. Northern Power Women is delighted to announce the 2019 Power and Future Lists to be celebrated at the fourth Northern Power Women Awards, which this year feature nominees from more sectors and more regions in the North. Morson are particuarly proud this year to be announced as the new sponsor for the NPW Future List, alongside the headline sponsor, Manchester Airports Group, who have partnered with NPW for the past two years. As NPW’s work championing diversity in the workplace and in business has gathered pace, the organisation has expanded its activities firmly across the entire Northern Powerhouse regions, “this means we can celebrate the work of more Power Women and bring a spotlight on their amazing achievements,” said NPW founder Simone Roche MBE. Different sectors are breaking new ground with inclusion in the Power and Future lists, with musicians, chefs and other creatives joining the bankers, entrepreneurs and other organisational leaders that have made the running in previous years. “This shows that celebrating inclusivity is high on everyone’s list of priorities,” added Roche, and it provides a welcome headache for the now 60-strong judging panel. Morson Global Operations Director expressed his delight to be sponsoring the Future's List this year: “We pride ourselves on being an equal opportunities employer that provides an inclusive environment to candidates and employees alike. We recognise that diversity of thought promotes innovation by bringing multiple perspectives to discussions and decisions and we are looking forward to seeing the positive impacts made by those on this year’s lists.” One of Morson's own, Rebekah Lee, Head of Marketing has been featured in the Top 50 Future List, commenting on her fantastic achievement she said: "I'm delighted to be a part of the Nothern Power Women's Futures list which celebrates women and men working towards creating gender balance in organisations across the entire Northern Powerhouse. As head of marketing for Morson I operate in sectors hardest hit by imbalances and work to actively attract talent from untapped pools, ensuring there are no barriers in place to hold talented people back. I'm passionate about promoting diversity that goes beyond gender, working hard to challenge stigmas, open conversations and invite collaboration." New additions to the Power List, including former barrister, food writer and restaurateur Nisha Katona MBE, from the Wirral are similarly excited to be part of the evolving story that is Northern Power Women. Nisha said: “I’m delighted to be part of the Power List – I love how Northern Power Women celebrates great role models from all sectors and backgrounds and happy to be flying the flag for the vibrant hospitality and service industry. These are industries in which women need to make much more progress and I’m proud to be a part of this magnificent sector.” Another of our Power List Caroline Theobald CBE, Founder, FIRST which connects people for mutual advantage: (Entrepreneurs to money, management and new markets; companies to stakeholders and communities; young people to employment and enterprise and internationals to new opportunities). Caroline, from Newcastle upon Tyne, said “It gives recognition to what I’ve spent my working life trying to promote! Northern Power Women are active, resourceful and inclusive – three words that I hope describe me too!” The unfolding talent in the Future List will get their chance to take part in a platform that seeks to encourage the ‘up-and-coming’ in the North. The Northern Powerhouse Partnership has even provided one of these young talents: “We are delighted that our apprentice at the Northern Powerhouse Partnership, Emma Green, has been added to the Northern Power Women Future list,” said director Henri Murison. “Emma is our first apprentice and this accolade reinforces how apprentices are valued in the workplace and are extremely important to the future of the Northern Powerhouse.” Jodie Williams, Accessibility and Inclusion Manager for National Express and Director for the Yorkshire Diversity Festival has also been added to the Future List. Jodie grew up in a patriarchal society, in a poor, white neighbourhood, experiencing regular racism which gave her an understanding for greater equality. Jodie said, “As a society our differences make us stronger, they should be recognised, supported and celebrated – I’m delighted to be included in the Future List because it’s important to empower women, to shine lights on role models, create positive representations to pave the way for the next generation and show them that every and anything is possible, there is no limit, representation, empowerment matters. It’s brilliant to be a part of something which is creating long term sustainable change in equality.” The judges, too, welcome the chance to play their part: “It’s inspiring to see the remarkable work these nominees are doing across our North,” said Libby Annat, sustainability director of Primark. Fellow judge Marian Sudbury, Director of the UK Regions at the Department for International Trade, declared herself in “awe” of the nominees: “I absolutely loved being part of this process. The passion and dedication came across in every single nomination which made our work as judges extremely difficult. I was in complete awe of some of the remarkable work these nominees are doing across our regions and I’m pleased that these individuals are getting the recognition they thoroughly deserve.” And BBC North GM Adrian Mills expressed, “I really enjoyed being part of the judging process because I spent the day finding out about the amazing women making a difference across the North of England.” The inaugural awards started in March 2016, welcomed 440 influencers, leaders, change agents, and inspiring male and female role models, in 2017 520 celebrated success across the North and in 2018 580 attended receiving a record 950+ nominations. 2019 is already proving that there is a need to highlight the great people working towards a gender diverse workplace, currently on track for beating attendee records. Thank you to our sponsors for supporting the hard work of the women and men across the North playing a part in Northern Power Women; Manchester Airports Group, Morson Group, Santander, YBS, NatWest, Liverpool FC, HSBC, MSP Global and EY. Simone Roche MBE, founder of Northern Power Women said: “I am extremely proud of these role models. They are amazing people doing fantastic work and they deserve every bit of recognition. Without the women on our Future and Power List it would be impossible for us to do what we do across the North. Each person named has played a part in driving forward the NPW agenda and have helped push out the boundaries” The new entrants will be celebrated at the Northern Power Women Awards with over 650 guests at Manchester Central Convention Complex on Monday 18 March, tickets available here. The fourth awards will also recognise the winners across 10 categories shortlisted from 900 nominations. 2019 Power List Alison Brittain CBE, Chief Executive, Whitbread Alyson Fadil, Chief People Officer, N Brown Group Plc Angela Seeney, Transformation Director, Sellafield Ltd Anne Longfield OBE, Children’s Commissioner for England, Children’s Commissioner’s Office Baroness Beverley Hughes, Deputy Mayor for Policing and Crime, Greater Manchester Combined Authority Caroline Theobald CBE, Chair, FIRST (trading name of First Face to Face Ltd) Christine Gaskell, MBE, DL, Chair, Cheshire and Warrington Enterprise Partnership Debbie Francis, Managing Director, Direct Rail Services Ltd Dr Ann Limb CBE DL, Chair, The Scout Association Dr Liz Mear, Chief Executive, The Innovation Agency Edwina Wolstencroft, Editor, BBC Radio 3, BBC Elia Montorio, Equity Partner, DLA Piper UK LLP Estelle Blanks, Executive Director, Innovation SuperNetwork Gail Jones, Managing Director, UKFast Hazel Blears, Non-Executive Director, Cooperative Group Heidi Mottram CBE, Chief Executive Officer, Northumbrian Water Group Helen Baker, Global Director of Engagement, Diversity and Inclusion, Sage Jackie Arnold MBE, Corporate Responsibility Lead, BAE Systems Jane Woods, Director, Operations EMEA Head of Portfolio Services, BNY Mellon Jasvinder Sanghera CBE, Author/Campaigner, Freelance Jenn Hazlehurst, Partner, EY Julie Waring, Solicitor/Owner, Morecrofts LLP Solicitors Justine Andrew, Market Director, Education and Skills, KPMG LLP Karen Campbell-Williams, Tax Partner, Grant Thornton Lesley McPherson, Director of Communications, The Co-operative Bank Liz Tapner, Chief Executive Officer, Selnet Ltd Lucy Powell MP, MP for Manchester Central, Chair All Party Parliamentary Group for Greater Manchester, Lynn Collins, Regional Secretary / Mayoral Advisor on Equalities, TUC Lynn Cordall, Commercial Director, Damartex UK Ltd Nickie Gott OBE, Managing Director, She’s Got It Nisha Katona MBE, CEO, Mowgli Street Food Ltd. Pat Ritchie , Chief Executive, Newcastle City Council Pippa Wicks, Deputy CEO, Cooperative Group Professor Uduak Archibong MBE, Professor of Diversity, University of Bradford Qudsia Karim, Head of Consulting, Impact International Rachel Clacher, Co-founder, Moneypenny Rowena Burns, Chairman x 2, Manchester Science Partnerships and Health Innovation Manchester Ruth Harrison, UK Managing Director, ThoughtWorks Sally Carr MBE, Operational Director (Joint CEO), The Proud Trust Sandra Hill, Managing Director , Page Personnel Sarah Davies, Northern Powerhouse Lead, Environment Agency Sarah Glendinning, Regional Director, CBI Sarah Stewart OBE, Chief Executive, Newcastle Gateshead Initiative Shelley Alexander, Lead for Diversity and Women’s Sport, BBC Sport, BBC Stephanie Burras CBE, CEO, Ahead Partnership Susan Black PgDip, MCIPR, MSc, Director of Communications, Liverpool Football Club Tricia Williams, Chief Operating Officer Manchester Airport, MAG Wendy Tan-White MBE, Partner & Board Trustee , BGF Ventures & Alan Turing Institute Zohrah Zancudi, Director of Public Services, Calderdale Borough Council 2019 Future List sponsored by Morson Group Abi Ridley, Client Origination Analyst, Accenture Abigail Patel, National and North West Regional Council Student Representative and ABS Ambassador, The Manchester School of Architecture/ RIBA Aine McTiernan, Scale North Lead, PwC Alix Bolton, Head of People, Visualsoft Amanda Adeola, Associate Solicitor, BHP Law Amna Abdullatif, Children and Young People’s Lead, Women’s Aid Amy Campo McEvoy, Senior Network Manager, The Girls’ Network Amy Lynch, Head of Diversity & Inclusion, ThoughtWorks Anna Holland Smith, Programme Manager (Technology and Innovation Accelerator), The Hut Group Annalisa Toccara, Founder and CEO, Our Mel Charlene Lancaster, Director – Audit and Assurance services, Mazars LLP Charlotte Percy, Senior Associate Family Law Solicitor, McAlister Family Law Claire Eadington, Business Change Manager, Environment Agency, Defra group Colette Cronshaw, Project assistant, Riverside ECHG Dannie Spencer, Head of Legal, Allied London Deb Hetherington, Business Engagement Manager, Leeds Beckett University Dharini Patel, Senior Leader, Department for Education Diane Gleeson, Vending & Hot Beverage co-ordinator, Sodexo Dr Amanda Lamb, Chief Operating Officer, Connected Health Cities Emma Green, Digital Marketing Apprentice, Northern Powerhouse Partnership Fey Ijaware, Front-End Developer, Peninsula Gemma Smith, Senior Project Manager, Liverpool FC Foundation Georgena Clarke, In-house Employment Lawyer, OCS Group UK Limited Hannah Hosanee, Director, Consume Communications Ltd Heather Gray, Business Development Manager, Bruntwood Holly Wood, Founder and CEO, WeBlogNorth and the Northern Blog Awards Joanne Johns, Corporate Tax Manager, EY Jodie Hill, Managing Director and Solicitor, Thrive Law Jodie Williams, Accessibility and Inclusion Manager, National Express Kate Rylance, UX Research Manager, Shop Direct Kusum Trikha, Senior Engineer, WSP Laura Beattie, Co-founder, Careaux Laura Earnshaw, Founder and CEO, myHappymind Laura Nadel, Director, Head of Employment Legal North, PWC Lisa Miles, NIHR Manchester Biomedical Research Centre Operations Manager, Manchester University Hospitals NHS Foundation Trust Michelle Partington, Consultant, Mentis Training and Consultancy Najwa Jawahar, Senior Structural Engineer, WSP Nazia Rehman, Portfolio holder for finance, transformation and resources, Wigan Council Nicola Witter, Deanery Children and Families Worker/Singer, Dioecese of Manchester Nikki Barraclough, Executive Director, Prevent Breast Cancer Rachel Beattie, Director and Co-founder, Careaux Rachel Fraser, Head of Internal Communications & Engagement, MAG Rebekah Lee, Head of Marketing, Morson Group Rhiannon Carss, Head of Communications, Curtins Safiya Saeed, Youth project Co-ordinator, Reach up youth group Samantha Wilcock, Account Manager, Ombudsman Services Sarah McGuire, Group Head of Recruitment , MAG Tara Hewitt, Inclusion & Engagement Manager, Northern Care Alliance NHS Group Thorrun Govind, Pharmacist, Community Pharmacist Victoria Alcock, Assistant Director – Student Recruitment, EY To find out more about our commitment to diversity, visit our diversity hub.Find out more
DIVERSITY AND ROLE MODELS | 5 MIN READ Senior leaders should use their position to drive the gender diversity conversation 'Seeing is believing' is extremely powerful Role models must be diverse if we’re to truly champion inclusion Adrian Adair is Morson's chief operating officer and a Northern Power Women role model. With the Northern Power Women Future and Power List released this week, he speaks about the importance of role models in senior leadership and why they are vital to encourage women to realise their potential. Operating in traditionally male-dominated sectors, the Morson Group has long been a vocal contributor to the gender diversity conversation. Women remain underrepresented in certain sectors, such as Tech and Engineering, and whilst progress is being made, there is still plenty of unlocked potential out there. Regardless of the industry, we strive to attract the best talent for our customers, and a more diverse and rich pool is fundamental to that. Dated stereotypes still depict engineering, and other technical careers, as a man’s domain; and this is exactly what we are challenging by showcasing the great female talent that we already have. The more we can do to increase the visibility of women in technical roles, the more likely a school leaver will consider STEM a viable career path. The concept of ‘seeing is believing’ is extremely powerful, with studies showing that female students are more likely to choose particular careers when they’re exposed to situations and scenarios where they can imagine themselves in their shoes. Our ‘Diversity in Engineering’ campaign uses video and written interviews to showcase inspirational females from all walks of life, who demonstrate the variety of roles available and the many different routes into engineering. By providing relatable role models to the younger generation to look up to, and take inspiration from, we hope to break down some of the barriers and encourage more women into the field; whilst also providing a positive platform to encourage career transitioning from females already working in other sectors. Morson is also a Girls’ Network partner, having helped to launch their Salford division. The Girls’ Network empowers young females from the least advantaged communities to be ambitious and reach their aspirations by matching them with a positive female mentor, and some of the Morson team are now acting as mentors as part of the initiative. Role models must also be diverse if we’re to truly champion inclusion and challenge the status quo. Within the Morson Group, we partner our mentees with like-minded senior mentors. Rather than being gender-based, these partnerships are carefully selected to deliver real collaboration, which within our own business, is helping us to improve female representation among our senior management teams, and in the future, at board level. Openly sharing and challenging your weaknesses and capitalising on your strengths, especially from a male perspective, is extremely powerful and works to break down any prejudice and barriers to success. As senior leaders, it’s important that we use our position to drive the gender diversity conversation, to run campaigns, and to show that there are plenty of opportunities out there for women, particularly in industries such as tech, science, and engineering. Morson are sponsors of the Innovation category and Future’s List of the Northern Power Women Awards, which furthers our commitment to diverse, future talent.Find out more
Once again, Morson are a Key Challenge sponsor for Women in Rail’s 2019 Big Rail Diversity Challenge. Women in Rail was created to improve gender balance, diversity and inclusion in the UK rail industry. Gary Smithson, Morson's Associate Director for Rail, discusses: As a Key Challenge sponsor for the last two years, I’ve seen at first-hand how initiatives like the Big Rail Diversity Challenge can help promote and strengthen greater awareness of diversity within the workplace, but also foster deeper collaboration within teams. As an organisation which operates in sectors hardest hit by imbalances, Morson are dedicated to improving diversity within the industries we work; in 2017 our CEO, Ged Mason OBE, pledged to double the number of female engineer contractors we have working for us by 2020, a figure which we’re well on the way to achieving. The Challenge aligns perfectly to our core values and gives us the opportunity to have fun and promote a message which goes beyond the main event. Throughout the year we do a lot to promote the initiative; for 2018 we created a Spotify soundtrack of motivational tracks for our employees and competitors, and we have more exciting things planned for later this year. Importantly, the Big Rail Diversity Challenge gets everyone involved, across all levels of the business. Diversity which goes beyond gender should be a topic on everyone’s agenda, and the Challenge positively focuses on and promotes true inclusivity. The ‘Morson Equals Opportunities’ campaign, which centres on using accessibility technology to revolutionise how we engage with candidates online, echoes this initiative. It is just another way we’re working to guarantee there are no barriers in place to hold talented people back. I have seen a shift in the recognition of diversity amongst organisations; for us, promoting role models and profiling powerful women in industry is a key factor in creating a more diverse workforce and inspiring future generations, which is where we will hopefully see a real change moving forwards. Initiatives like this help to shine a spotlight on the work being done by Women in Rail to improve diversity across the UK rail industry. 2018 saw over 500 people participate, and with a record number of teams expected to be on the starting line for 2019 following a staggering 75% growth over the first three years, it promises to be yet another stand out event in the rail calendar. You can follow all the action from the Big Rail Diversity Challenge via the website www.bigraildiversity.co.uk – or across the event’s social channels; Twitter @BRailDiversityC | Facebook @bigraildiversity | Instagram @bigraildiversitychallengeFind out more
Alison Charles has worked for engineering design consultancy Morson Projects for many years. The daughter of a French teacher and an art teacher, stress engineer Alison Charles is breaking the family mould with her career at Morson. She’s also proving that you don’t have to work in a traditionally ‘creative’ sector to have a job that involves creative thinking. “I never enjoyed subjects that involved essay writing at school. I always preferred things like maths where the answers were black or white. As a result I studied maths and physics at ‘A’ Level and went to the University of Leeds to do a Mechanical Engineering degree. My friends and family were quite surprised about my choice of degree because I think there’s still a perception that engineering involves getting your hands dirty onsite. In fact, I work in a comfortable office and one of the things I love about my job is that it combines my maths skills with design requirements and a creative approach to finding engineering solutions.” After starting her career with Morson on the aviation engineering team, Alison moved onto an Energy from Waste (EfW) project in Derby as a stress engineer. She is currently working on the decommissioning of Dounreay Nuclear Power Station, calculating the effects of different forces and loads on pipe work to assess how the pipes will respond in a real world installation, specifically considering dynamic effects due to a seismic event. “I’ve been with Morson for six years now and in that time I have worked on three different aircraft and two different pipe stress projects. With lots of nuclear projects on the horizon, there’s plenty of scope for career development as a pipe stress engineer and I’m really enjoying the problem solving, analysis and creative thinking required for the job.” Indeed, Alison enjoys her job in engineering so much that she is keen to encourage other young people to pursue similar career paths, particularly girls. “When I was at university, male students massively outnumbered female students on my course. There were just four female students out of a total of 100! There was a feeling that we had to prove ourselves and, though old-fashioned attitudes to women in engineering are changing gradually, there’s still a lot to be done to alter perceptions and break down stereotypes so that girls feel confident about aiming for a career in engineering and no-one’s surprised about the jobs female engineers do.” Alison is taking an active role in bringing about that culture change. She has been appointed as a STEM ambassador as part of a programme designed to encourage young people to enjoy STEM subjects, supporting teachers in the classroom by explaining current applications in industry or research. “Around 40 per cent of STEM ambassadors are women because so many women in STEM-based sectors are evangelical about the variety of careers available and the opportunities for young women. I recently attended an International Day of the Girl event at the Museum of Science & Industry in Manchester in my capacity as a STEM Ambassador, explaining simple aviation engineering concepts to visitors. Young girls are really engaged and excited about opportunities in engineering and, hopefully, within the next few decades we’ll see much more gender parity in the sector.” Find our more about our work with diversity hereFind out more
ACCESSIBILITY | 4 MIN READ We chat to Vice President of Morson Canada, Warren Bennett about how Morson recruit for roles in different languages Find out what we’re doing to make it easier for none English speakers to find a job with Morson Demand for candidates who speak two or more languages is rapidly increasing and companies need bilingual candidates a variety of high-skilled positions. Morson has been active in the Canadian recruitment market since 1980, giving us a proven track record spanning over 30 years. In Canada, French is the mother tongue of about 7.2 million Canadians (20.6% of the Canadian population). Our expert recruitment teams operate from our main office in Toronto, Ontario and our satellite office in Victoria, British Columbia and have a wealth of experience working with candidates that may not have English as their first language. Our teams of specialist recruiters deliver skills across all provinces and use our extensive candidate database and the latest candidate attraction techniques to find highly skilled personnel for work on exciting projects across the country. To find out more about how Morson recruits in different languages, we spoke to Vice President of Morson Canada, Warren Bennett… How many applicants do you come across who don’t have English as their first language? Over 20% of our recruits do not have English as their first language and the majority of these have French as their native language. Most of these French native speakers live in Quebec where French is the majority official language. What techniques do you use to attract bilingual candidates? At Morson, we have a strong network with eight languages spoken throughout our offices which we can utilise when necessary. We translate documents, have trained translators, share translated job ads – we do everything to ensure the process is as easy for the candidate as possible. The ReciteMe technology recently implemented will enhance this proposition, by allowing candidates with many different first languages, not only French, to access and apply for our roles online. What are some of the challenges you encounter when recruiting bilingual candidates and how do you ensure you can overcome them? Having the language skills is only one part of their role. Sourcing the correct skills and attitude is just as important so sourcing these specific roles is where our network plays a big role. Have you spent anytime living abroad using your language skills in your personal life? I’m a Brit living in Canada and I’ve also worked in Italy, Hungary and also Ireland. My language skills were minimal when I first started but as much as language skills are important, an appreciation of cultures is needed when working abroad. I now have a working knowledge and I have picked up enough words and phrases to ensure I get by. In your opinion, is there anything recruitment agencies need to do to make their processes more accessible to people who may not have English as their first language? For Morson as key factor is that we must ensure that our documentation is easily translated. Our website is key with Canada having both French and English as an official language we need to ensure that we reach audiences beyond the English-speaking provinces. Other than that our office plays a major role in being able to speak in languages other than English. Forming a more personal connection and understanding what the candidates wants is key and conversing in their first language is important. We’ve Translated Our Website… We’ve implemented ReciteMe, an innovative cloud-based web accessibility tool that lets you customise how your website looks offering a suite of accessibility tools, including solutions for visitors with dyslexia, visual impairment and learning difficulties. We’re using this innovative technology to help make recruitment accessible to everyone and ensure that our content is inclusive for everyone. One of ReciteMe’s main features is that it has the ability to change the text to over 100 different languages on your website to make it easier for none English speakers to read. Check out the example below! To find out more about our Morson Equals Opportunities campaign and to search our latest jobs using ReciteMe’s accessibility software, click here.Find out more
THE RECRUITMENT COO | EXPLORING THE FRONTIERS OF RECRUITMENT, LEADERSHIP & STRATEGY with Adrian Adair Adrian Adair is our Chief Operating Officer and has spearheaded significant market expansion, positioning Morson Group as the go-to strategic recruitment partner of choice across all sectors, both in the UK and overseas. Adrian’s leadership style places inclusivity at the heart of how the business acts and thinks. By identifying a future leadership team which is diverse and future facing, Adrian has curated a pipeline of talent which will strengthen the Morson Group's reputation as one of the most forward-thinking and ambitious recruiters. In The Recruitment COO, Adrian writes about leadership, talent and inclusivity as well as mistakes and motivation. From recruiter to the c-suite, Adrian is not a ‘thought leader’ – he’s an action taker, a change maker and an innovator. I was away with our senior leadership team on a development programme talking about planning for the future and the development of young talent when some highly appropriate news came through. Ole’s at the wheel. Despite Morson’s extensive recruitment connections with Manchester United, including our onsite RPO team that overlooks the Old Trafford pitch, we sadly can’t take the credit for this particular perm placement! That said, it seemed like a bit of a recruitment no brainer. Solskjaer passed his apprenticeship with flying colours, winning all but two of his 14 league games in charge, picking up more points than any other top-flight side in the process. But the really revealing success story was the incredible comeback victory over PSG, when an injury-ridden team overcame a 2-0 first leg defeat to beat the French side 3-1 at their own stadium to progress to the Champions League Quarter Finals. The very embodiment of everything that Manchester United – particularly under Sir Alex Ferguson – stood for, the result was – literally - unprecedented. It was becoming clear something had changed behind the scenes at Old Trafford. With no major additions to the same squad that was rolling limply through the 2018/19 campaign under Jose Mourinho, Solskjaer has galvanised the team, bought the best out of under-performing players and given United fans a togetherness not seen since Sir Alex bowed out in 2013. Visiting our site office at Old Trafford, along with our senior management development programme last week, gave me food for thought regarding leadership styles in business. I think Ole has demonstrated excellent leadership traits and shows examples of the kind of philosophy I like to try to adopt myself. Here are four key things I’ve noted: Understanding the Culture Solskjaer completed the ultimate comeback with his Treble-winning last-minute goal in the 1999 Champions League final. This match – and indeed the whole 98/99 season – perhaps best encapsulated the culture of the Ferguson era. Buccaneering. Brave. Attacking. Never giving up. To their detriment, this is something that Sir Alex’s successors have largely failed to grasp or emulate. Perseverance is inseparable from the United culture. Ole gets this because Ole was this. If you understand the culture of a business, you understand what drives its people and what will get the best out of them. It allows you to make decisions – and hires – that best suit this environment. Believing in Youth Two great Scotsmen best epitomised this undeniably Manchester United trait - Sir Matt Busby and Sir Alex Ferguson. While the Busby Babes side were tragically cut down before their prime, Matt’s rebuild and eventual success from the ashes of Munich perhaps best encapsulated the ‘never give up’ mentality that would be re-forged and re-defined much later by Sir Alex. At Morson, we have a lot of young teams coming through who will be helping to take the business into its next 50 years. Having belief in these teams and nurturing their talents to get the best out of them is vital for a sustainable business with an eye on the future. If you understand how to get the best out of people and provide the resources and culture they need they’ll always surprise you with innovation. This is vital as our business adapts to changing markets and enters entirely new ones. You really get the sense Ole understands this. His bold selection of the excellent 22 year old Scott McTominay in the heart of midfield during their crucial game against Liverpool at Old Trafford is a great example of this. Foster Relationships At the tail end of the Mourinho era, several key players in the squad started to look depressed and disinterested. News of unrest within the dressing room circulated incessantly in the media with training ground photos of reported bust-ups doing little to quell the flames. It was clear Mourinho was losing control and was beginning to sound increasingly aloof, regularly calling out players in the press. Much like during his time with Real Madrid, Jose was falling out with big names, something that was to ultimately cost him. Solskjaer on the other hand has fostered excellent relationships with his squad. Paul Pogba, potentially a troublesome character, is firing on close to all cylinders again. Sir Alex was hailed as an excellent man-manager and you can see Ole is harnessing some of this. The same thing is key within business. As a leader it’s important to spend time building strong relationships at all levels, to be available and open. Learning how to deal with individuals and how to get the best out of people is just as important as having a grand idea of where you want to take the business. Enjoy Yourself “I’m going to enjoy this job, no matter how long I’ve got it.” – Ole Gunnar Solskjaer, post-PSG press conference Love your job and you’ll be better at it. It’s as simple as that. As soon as Solskjaer stepped into the interim position in December 2018, you could see that he was enjoying it. While his predecessor(s) struggled to break a smile even at the best of times, the ‘Baby-Faced Assassin’ hides nothing and his enthusiastic demeanour seems a welcome and stark contrast to the more pragmatic, moody and arrogant style of those before him. This almost child-like giddiness will rub off on others. Even if Ole ultimately comes up short in the job, you know it won’t be for lack of enthusiasm, care or effort. He loves the club and the club loves him. A match made in recruitment heaven, surely? If you don’t love what you do, Morson can help, search the latest jobs with us >Find out more