Case Study: Enhancing Diversity in Tech Leadership for a Leading Bank. One of Australia's leading banks faced a significant challenge in enhancing diversity within their technology leadership teams and niche areas such as cybersecurity. Despite their reputation and market position, they struggled to attract a diverse pool of talent, particularly from underrepresented groups in tech. The Challenge T he primary issues identified were: > Lack of Diversity Talent Applying: The bank was not receiving enough applications from diverse candidates, which was crucial for filling leadership and specialized roles in tech. > Perception of the Financial Services Industry: Many potential candidates, especially women and minorities, were hesitant to join the financial services sector. The industry was often perceived as predominantly white and male-dominated. > Large Team Dynamics: Candidates were concerned about the inability to make a significant impact within large teams, a common structure in financial services. Complex Hiring Process: The bank's in-depth hiring process, involving multiple rounds of interviews, was a deterrent for many candidates. The Solution Halcyon Knights deployed a seasoned consultant who leveraged his extensive network and relationships with tech professionals to address these challenges. The key strategies included: > Leveraging Long-term Relationships: The consultant had nurtured relationships with engineers and tech talent throughout their careers, fostering trust and understanding their career aspirations. > Transparent and Effective Communication: By clearly communicating the benefits of working for the bank and transparently addressing concerns, the consultant was able to sell the opportunity effectively. This included highlighting the potential for high-impact work, career growth, and the bank’s commitment to diversity. > Streamlined Recruitment Process: Although the bank had a complex hiring process, the consultant worked to ensure candidates were well-prepared and understood each stage. This preparation helped alleviate concerns and improved the candidate experience. > Tailored Candidate Approach: By understanding the unique needs and preferences of each candidate, the consultant could tailor the approach to each individual, ensuring a better fit for both the candidate and the bank. The Results The concerted efforts led to impressive outcomes: > Diverse Leadership: Five women were successfully placed into various leadership and engineering roles within the bank. > High Impact: These candidates have now been in their roles for 8-9 months, making significant contributions and driving impactful projects. > Balanced Diversity Targets: The placements have helped the bank balance its diversity targets, fostering a more inclusive work environment. Through strategic relationship management and a tailored recruitment approach, Halcyon Knights addressed the bank’s diversity challenges, placing high-impact candidates in leadership roles. This case study highlights the importance of trust, transparent communication, and understanding candidate needs in achieving diversity and inclusion goals in the tech industry.

To help you decide if contracting is right for you, we’ve highlighted both the benefits and drawbacks of contracting in IT below.