Organisations that tap into a broad range of ideas, experiences and values will position themselves to navigate the geographic, demographic and economic changes shaping the future of industry.
agp creates diverse candidate lists that help foster an inclusive, effective workforce, while enabling businesses to deliver against their own D&I targets.
Our diverse candidate pool allows us to identify people that traditional searches would
typically miss and build a pipeline of talent with the range of skills essential for leading your business into the future.
We also work with leaders to build inclusive management skills and help them recognise internal bias and take steps to address it.
FAQs about Diversity and Inclusion
Diversity and inclusion describe a company’s mission, strategies and practices to support a diverse workplace and leverage the effects of diversity to achieve a competitive business advantage. The top diversity and inclusion priority is recruitment of employees from diverse groups relating to gender, ethnicity and sexuality.
First, embrace the business case for diversity and inclusion.
Second, tackle bias through employee and leadership training programs.
Third, practise inclusive leadership by creating a safe team environment. Finally, provide sponsorship programs that help foster a diverse workforce and inclusive culture.
agp follows a fair, rigorous recruitment process. We ensure that no candidate receives less favourable treatment because of a protected characteristic within the Equality Act 2010 which are race, including colour, nationality, ethnic or national origin and caste; religion or belief; disability; sex; sexual orientation; pregnancy or maternity; gender reassignment; marriage or civil partnership; and age.
We create a bespoke list of competency-based questions for each opportunity.
These questions are put to every candidate in the process, ensuring everyone has the same opportunity to promote their strengths. We take notes, evidencing facts and documenting candidates’ responses.
We justify our decisions based only upon facts ensuring the candidates who appear on a shortlist have the relevant skills, experience and have proved they are a good cultural fit.
Our clients trust us to find the right person at the first time of asking
Following a change in career direction, I was fortunate enough to work with Tony in some 1:1 coaching sessions. Tony’s style of coaching is excellent – he builds rapport easily and asks probing, perceptive questions that enabled me to clarify my thought processes.
His challenging but empathetic style really delivered for me. He encouraged me to self-reflect and recognise my underlying concerns. Once I had this clarity, he really helped me to identify and evaluate potential options and alternatives.
I came away from our coaching sessions with real insight into my concerns and a clear action plan to make the positive changes I needed.
I would recommend Tony in a heartbeat.
Tony has a wide network across the UK retail market and knows what’s going on across sectors. Tony is able to match his clients to candidates in smart partnerships with close consideration of cultural fit, which is very rare in my experience.
As a candidate, Tony always kept me updated on the progress of any project and then remained in touch throughout the assignment, providing valuable executive support and advice.
I am always grateful that Tony picks up the phone to me frequently with such interesting opportunities
I initially worked with Tony as a candidate while looking for a new executive role. That experience showed me that Tony works differently to other recruiters. He takes the time to pressure-test your thinking and aspirations, offering constructive feedback and communication throughout the process that I hadn’t previously experienced.
I felt throughout that he genuinely cared about finding the right fit for me as an individual, as well as bringing clarity to his client’s needs.
I subsequently asked Tony to support me in filling a highly specialised trading director role that had been vacant for some time and was proving difficult to fill. What is clear from the outset is that Tony truly takes the time to pressure-test the brief, ensuring he understands the culture of the organisation, the requirements of the role and both the challenges and opportunities within it.
Consequently, the quality and calibre of candidate that Tony presented was consistently excellent, enabling a very smooth recruitment process with great candidates who had a very clear understanding of the brief before our first meeting. This supported a successful outcome for all.
Tony really operates differently to anybody else I’ve worked with in recruiting – his network is outstanding and his professionalism and integrity is evident throughout every interaction, delivering successfully for candidates, recruiters and HR professionals alike.