Diversity, Equity and Inclusion: Our Policy and Practices

As a recruiting company engaged in the search for talent, Lock Search Group has a deep social responsibility to recognize and champion Diversity, Equity and Inclusion (DEI) in every recruiting assignment.

Our policy is that we value all differences, regardless of age, gender, gender identity, sexual orientation, race, ethnicity, social class, physical ability or challenges, religious values, political beliefs and more.

We search for the best available talent, without bias.

Our DEI Practices apply to our own employees first and foremost. Our company leaders are committed to improving the employee experience, and extending those Practices to all search candidates. Further, we seek to understand and support the DEI Practices of our clients. We represent their values in the marketplace when acting on their behalf during the search process.

We have adopted a TEAM approach to our candidate networking and evaluation. Together we are promoting equity, Empowering positive change and inclusion, being Accountable for results, and Mutually embracing diversity through the following practices:

Ensuring our client’s job descriptions use inclusive language

We focus solely on sharing our client’s core company values, as well as the criticalcriteria for the job – this includes removing any potential biases.

Implement blind resume screening

This allows us to focus on the knowledge, experience, skills and values of the candidate and cross reference them with our client’s needs, regardless of social/cultural/religious and other differences outlined above.

Emphasize value-based hiring

We lean on our client’s core values and project these across job descriptions, during our initial candidate screening calls and throughout our interviews.

We have standardized the interview experience to eliminate bias. Our goal is to ensure a fair, interview experience for all. We have also identified barriers to entry that, with resolution, will increase the talent pool.

Those barriers in the past have included physical accessibility for the disabled, but with current widespread use of online interviewing tools, new technology challenges have arisen. Candidates may not possess the hardware, software or video communication tools that would show them at their best. We need to be aware of such barriers and work to overcome them.

Our Disability strategy focuses on challenging assumptions and becoming more aware of disability.

A common practice in the recruiting industry has been to consider the “cultural fit” of a candidate. At Lock Search Group, we have replaced that thinking with a mandate to evaluate a candidate’s “cultural add” potential.

“Cultural add” is a philosophy that consciously embraces individuals from different backgrounds, communities and demographics to foster a culture of inclusiveness. This leads to more innovative and creative teams.

Forbes Magazine

We are in the business of helping our clients develop such teams, particularly in our executive search and board governance projects.

We have made significant progress at Lock Search Group in the conduct of all search assignments. Candidates are becoming more familiar with DEI policies and their implications for career success. There is much work ahead for employers and recruiters as well, articulating expectations, developing actionable plans and measuring results.

We are committed to being a Diversity, Equity and Inclusion leader in the recruiting industry.