Welcome to the first edition!

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Wednesday 20 March 2024 

Dear ,

Welcome to the first edition of LGBT Great’s Talent Digest: Empowering Proud Work 

As we have seen historically, the spike in demand has returned for talent as we close out this financial year. Given the nature of 2023 and the “big resignation” across Financial Services, we know that talent teams and hiring managers might be feeling the pressure to respond to growing demands to fill roles. 

As I reflect on 2023, the highlight for us was the launch of , an industry-first talent empowerment initiative for LGBTQ+ talent and allies looking for their next career move within Financial Services. Over the past 12 months, we have been keeping a close eye on the developing trends we are seeing across the talent landscape and are delighted to bring you a short digest exploring some of our perspectives on what is changing. 

We are delighted to be partnering with for our first edition and to share an interview with Cassie Bartley, Head of Talent Acquisition for EMEA.

Best wishes, 

Clare Scott (she/her) 
COO & Head of Careers 
LGBT Great 
clare@lgbtgreat.com 


 
Sponsored Careers Partner Spotlight
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We met with Cassie Bartley, Head of Talent Acquisition for EMEA, to learn more about what it’s like to work at the world’s largest Asset Manager. 
LGBT Great: Nice to meet you, Cassie! Can you tell us a bit about yourself and what you do at BlackRock?

CB: Hi! Of course! I joined BlackRock 3 years ago to lead our hiring efforts in EMEA, and I am responsible for ensuring we have the right strategies in place to attract the best talent in the market from school leavers all the way to executive level hires. At BlackRock, we prioritise creating a work environment where all employees can thrive. Ultimately, a dynamic, inclusive organisation allows us to attract and retain the best people around the world and to stay ahead of where our clients are going. 

LGBT GREAT: Why is establishing a partnership with LGBT Great Careers important to BlackRock?
 
CB: BlackRock’s Out & Allies Network (OUT) has an established partnership with LGBT Great and I see the new careers platform as an exciting opportunity to not only attract top talent to BlackRock, but to further strengthen our connection with LGBT Great members. At BlackRock, we attract, develop, and retain talent by cultivating an inclusive work environment where everyone has fair access to opportunities and feels seen, heard, valued, and respected. As such, we continue to take deliberate steps to reach top talent, including deepening our partnerships to assist us in identifying and connecting with potential candidates.  

LGBT GREAT: How does BlackRock foster an inclusive culture for LGBTQ+ employees? 

CB: We are aiming to build a culture where our people thrive and where all employees can contribute to the performance of the company. Here are two ways in which we are trying to do that:
 
  • Transparency and shared ownership aid us in creating a diverse workforce with an inclusive and connected work environment. Senior business leaders make it a priority to ensure that all employees in their groups understand why diversity in all forms is important for success. We also report our progress against our DEI initiatives regularly to our Board of Directors.

  • Shared experiences, intersectionality and active allyship, are at the core of what our global employee-led networks offer. They are made up of people with shared experiences, who support each other and work together to create a culture of inclusion. Our network leaders and members are culture carriers for the firm, and our networks offer employees and allies the opportunity to enhance and shape our culture. Our networks are sponsored by senior leaders and are proudly designed by employees, for employees... Any employee can join any network, in any capacity.

LGBT GREAT: Can you share something about BlackRock that may surprise our members?

CB: We consider ourselves a fintech, and technology and innovation has been at the core of what we do since the early days of the business. Our proprietary technology platform, Aladdin, has helped a range of financial institutions across the globe manage their investments since 1999. Aladdin makes it easier to manage investments by using a common language to connect different business functions that help manage our client's assets. From managing portfolios and trading to making sure everything is compliant and running smoothly. Aladdin brings together people, processes, and systems for a seamless investment process. Our Aladdin teams consist of more than 2,000 in-house developers, based in various offices across the globe. 
 
Talent Trends
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1. Employee Wellbeing
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Placing employee wellbeing front and centre is top priority

Employee well-being is no longer a secondary concern;it's a core component of successful talent acquisition and retention. In the legacy of COVID-19, wellbeing remains top of the agenda for employees and organisations alike. 
 
2. Tackle the Knowledge Gap
Closing the hiring manager knowledge gap around DE&I

While diverse hiring remains a top priority, a critical knowledge gap exists among hiring managers regarding DE&I best practices. This poses a potential challenge when seeking to bring more underrepresented talent into the industry.  
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3. Flexible Working
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Enhanced flexible working practices are here to stay despite a slow return to the office

The COVID-19 pandemic fundamentally altered work practices, for the better in the eyes of many and with remote and hybrid work models becoming almost ubiquitous. Despite a potential push for a full return to the office, research suggests that a significant portion of the workforce prefers flexible arrangements and will continue to demand this long term.
 
4. Inclusive-Led Strategies
Leading with inclusion and letting diversity naturally follow

Fostering an inclusive and welcoming work environment is crucial for attracting and retaining diverse talent pools. The link between diverse teams and . However, without concerted efforts to ensure an inclusive, intersectional environment for that talent, the ROI emerging from that diversity of background, lived experience and perspective is lost.
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5. L&D that Matters
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Learning & development cannot be “just” a tick-box exercise

Today's workforce seeks opportunities for continuous learning and growth. Organisations that take a more explicit approach to learning and development that also includes intersectional training will be better positioned to deliver what talent want and stay ahead of the curve in a competitive market.
 
Meet our Partners Empowering a Prouder World of Work
 
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Interested in joining the LGBT Great Careers Platform?

To become a LGBT Great Careers Partnerand to find out how you can get involved in our #ProudWork sustainability programme please contact us! 

Get In Touch
 
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