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Mustafa Gina
Recruiter - EMEA Business Service Centre
Shanice Abela
HR Officer
Michael Madden
General Manager
Elisa Lo Iacono
Associate Service Manager
Carlos Alvarez
Full Stack Developer
Daniel Cumbo
Electronics Engineer
Reed handles my business with exceptional professionalism. They respond kindly, quickly, accurately and help in any situation.
Reed has always been a very professional company to work with. Very patient and do their best to understand a client's needs.
Reed show great attention to detail and are responsive to their client needs. They provides a “one to one” recruitment service, ensuring both employer and candidate are the optimum match and best cultural fit for each other. Definitely recommended.
Reed are highly qualified and professional recruiters who helped me in my job research. We met for a first interview where I felt at ease and Reed were able to summarise my skills and competences in a well written cover letter.
It was a pleasure to work with Reed on the recruitment process, I can guarantee that Reed's impeccable dedication, effort and kindness along the process reflects their professionalism, making them one of the bests recruiters I ever deal with.
I am lucky to have been a client of Reed, who were genuinely invested in placing me at a great company and in reaching my career goals. Very insightful, particularly in the tech industry and definitely a recruiter you want on your side.
What's happening...
9 mins read
Article
Coaching for intersectional inclusion
Everyone has multiple layers to their identity, and no one is one label. There are other aspects of their identities to consider, and no one should be put in a box. Many businesses, which celebrate Pride Month, for example, are perceived as not doing enough for people who are underrepresented in more than one way.
Recent research by Culture Amp in ‘The Workplace Diversity and Inclusion Report 2024’ found disabled women and black women are more doubtful of their employers’ equality, diversity, inclusion and belonging (EDI&B) efforts than any other group.
This is likely because women might feel their entire identity and additional barriers aren’t being considered, if they are part of more than one underrepresented group. Some employers’ initiatives provide a base-level overview of inclusion for women, but they might only explore the perspectives of white women, for example, or women in general, with no specific solutions explored for LGBTQ+, disabled or black women, for instance. Each may have very different experiences of what it means to be a woman.
Coaching people within your organisation can help leaders and employees gain a deeper understanding of intersectionality and why it’s important. We interviewed Mary-Clare Race, CEO of Talking Talent, for her insight and best-practice tips on all things coaching and inclusion.