WR Fundraising Recruitment has always had EDI at our heart, working hard to ensure inclusion throughout our processes while recognising equality isn’t enough and more must be done to increase diversity within the fundraising sector.

We do not tolerate discrimination on any basis, as an employer or as a recruitment consultancy.

None of our candidates, or potential candidates receives less favourable treatment, on grounds of any protected characteristic.

Fundraising Recruitment has particular challenges–where hiring managers (in the main) demand specific fundraising experience which means we are at the beck and call of the experienced fundraising candidate pool.

This pool holds particular demographics in regards to potential candidates and we work hard to break through those barriers to increase diversity within our own candidate base.

Practices we actively undertake to ensure WR Fundraising Recruitment achieves its aims:

EDI recruitment training
EDI is a major consideration of our ethics and our staff undergo extensive training from the outset (following the Change Collective’s (CIof) practice guidelines)

Anonymous candidate searching
Much of what we do is based on head hunting rather than reactive applications, the practical tools and technology we use for searching candidates are based on skills, knowledge and experience and in the main exclude identifying factors
We do not use AI in our practices that utilise algorithms that result in bias

We encourage hiring from outside the sector
Where possible, we encourage hiring managers to consider candidates from outside fundraising who would have transferable skills for a role. In terms of fundraising recruitment, the goal is to increase candidate diversity, away from the pre-defined candidate pool

We work with simple advertisements
We provide training to our staff to remove any ‘Job Description Speech’ from vacancy advertisements in order to make them accessible for all and stay away from terms only fundraisers would recognise and exclude those not ‘in the know’

We work with generic job boards
We don’t subscribe to charity-specific job boards to advertise roles. This enables vacancies to be seen by all job seekers rather than those fundraisers who would instinctively look to industry specific job boards for fundraising roles

Promotion of diversity and inclusion policies
Where a charity has agreed, we will promote diversity and inclusion policies within role marketing materials and in our conversations with candidates

We work with anonymised CV’s / applications
While we are at the mercy of job boards / candidate search tools in regards to what details come through on what identifying factors come through from applicants, WR staff have been trained to focus only on skills, knowledge and experience – going so far as to ignore names, ages and education sections on CV’s. We do what we can to eradicate unconscious bias

Anonymous applications
All CV’s / applications are submitted to clients anonymously; removing identifying factors from the candidates we present. We use anonymous candidate profiles in our marketing activities

Show the Salary / Non Graduates Welcome
We support the Show the Salary and Non Graduates Welcome campaigns, recognising the impact that those themes have on EDI and recruitment. We actively encourage our clients to follow suit

Our policy and working practices are regularly reviewed by Neil Price – Managing Director, WR Fundraising Recruitment

All complaints regarding discrimination within our recruitment processes will be taken seriously.

Disciplinary action will be taken against those that breach the policy which includes termination of employment