LHH reviews

Thanks for taking the time to share your views. We are so proud at the way everyone in the team pulled together to support each other and our clients during the pandemic so it's great to hear that sentiment echoed here too. We have recently invested in our recruitment practices with new technology and additional expertise which will help increase the visibility of all of the available roles in the company. Combined with a strengthening of our processes, this will help improve our internal promotion practices as well as our external hiring processes. If you have any ideas or suggestions on how else we can improve in this area then please share them with HR, on Peakon, with the recruitment team or anyone in the leadership team.

Thank you for taking the time to let us know your thoughts. At LHH we strive to create an inclusive workplace where LHHers can bring their whole selves to do their best work. We push ourselves continuously further by keeping ourselves and each other accountable to our values. We do not tolerate racism or discrimination of any kind. We have not seen any comments of this kind in our employee engagement surveys. If you hear comments or see behaviour that you feel does not reflect this commitment to equality and inclusivity, we urge you to share this with either your line manager, a member of the HR team, a member of the leadership team or our CEO or President. We do not tolerate racism or discrimination of any kind. We work to push ourselves continuously further in creating an environment of inclusion, and we know that actions speak louder than words. That’s why • We have a long-standing Diversity and Inclusion Committee in the UK that works closely with the Global Diversity Committee. • We include unconscious bias and anti-discrimination content in our manager training. • We have regular D & I forums hosted by the executive leadership team that are open to all • We include D & I questions in our employee engagement surveys so that employees can easily raise concerns in a confidential manner. We know that this is a time for all organisations to listen, learn and continuously do better. As part of this ongoing commitment to proactively embrace difference to build a stronger, more inclusive organisation, we have also invested in enhancing our recruiting and internal promotion practices. All of these strategies and decisions apply to internal hires and promotions as well as to external hiring. We have: • Hired a seasoned and experienced Talent Acquisition professional to lead this globally • Consolidated our recruiting staff into one team to ensure consistency in our recruiting approach across LHH • Introduced global technology that allows us to more easily share available opportunities • Leveraged diverse online communities to reach out to candidates that might not otherwise apply to LHH • Introduced technology that identifies gender bias in our job postings • Provided Executive Committee commitment to ensure a diverse slate of candidates is considered for every external search • Built behaviour-based diversity and inclusion questions into the interview process to emphasise our culture of inclusivity and to ensure we are hiring talent that believe this is an important tenet to organisational culture • Reinforced our commitment to diversity with potential new hires during the interview process by describing our efforts and priorities on this work. Thank you for taking the time to comment.