<p>​In 2022,&nbsp;<a href="https://www.austininternational.com/about?source=google.com">Austin International</a>&nbsp;was ranked as the 2nd most flexible place to work in the Recruitment &amp; HRTech industry, and the most flexible recruitment agency. We're delighted that we've been selected for this category again this year! We're also thrilled that our FlexScore has increased to 94%, thanks to our people for providing amazing feedback!</p>
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<p dir="ltr"><a href="https://flexa.careers/blog/flexible-working-industry-awards-2022" target="_blank" rel="noopener">Flexa&rsquo;s flexible working industry awards</a>&nbsp;use thousands of data points to measure how flexible companies are in the market and look at areas such as locations, hours, benefits and&nbsp;<a href="https://austin-fraser-international.staging.krakatoa.eu-2.volcanic.cloud/our-culture?source=accessgroup.lightning.force.com">the culture</a>&nbsp;to ensure the company is offering a great working environment. Every flexified company is above and beyond the average flexibility offered and we&rsquo;re delighted to be at the top of the mix!</p>
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<p dir="ltr"><br>So you&rsquo;re probably wondering, &ldquo;how did you make the cut?&rdquo; Well wonder no more!&nbsp;</p>
<p dir="ltr">Here&rsquo;s everything you need to know about our flexible offering.</p>
<p dir="ltr"><img src="https://cdn.sourceflow.co.uk/nr7z0owix04dbigm8nuzxhnq21lp" alt="#1 recruitment agency in the flexible working awards!" width="300" height="300"></p>
<h2 dir="ltr">Work when and where you&rsquo;re most productive.</h2>
<p>We love being ahead of the game! Remote working was on our radar LONG before this thing called &ldquo;Covid-19&rdquo; entered our lives. Not only did we want our tech recruiters to feel valued, engaged and trusted to get the job done, but we wanted them to fit their working week around their lives, and not the other way round.</p>
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<h3><strong><img src="https://cdn.sourceflow.co.uk/cn6i9x1kd97cwamd4qjapi1vwc7l" alt=" SUSI KRIEG" width="300" height="300"></strong></h3>
<h3><strong>SUSI KRIEG</strong></h3>
<p dir="ltr"><strong>&ldquo;Especially since becoming a mum, our flexible working is a game changer for myself. It&rsquo;s so much easier to combine family and work life. I can see my baby boy growing up, taking his first steps, getting to know the world whilst still following my own career goals in life.&rdquo;</strong></p>
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<li dir="ltr" style="font-weight: bold;"><strong><em>Managing Director, Germany.</em></strong></li>
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<p><strong>&nbsp;</strong></p>
<p><strong><em><img src="https://cdn.sourceflow.co.uk/dfp99g9o6nxsck3fbxrp7zxbjlgx" alt=" ​  ​  ​​​​​​PHOENIX HUDSON" width="300" height="300"></em></strong></p>
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<p><br><strong>​</strong></p>
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<p><strong>​​​PHOENIX HUDSON</strong></p>
<p><br><strong>&ldquo;Austin International has given me an unparalleled opportunity. What's great about our flex appeal is, I have the Flexibility to be the best mom to my kids from pick-ups and drop-offs to sick days, I can be there for them. The best part is, I don't have to sacrifice my career in the process!&rdquo;</strong></p>
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<li><strong>Senior Development Technical Consultant, US</strong></li>
</ul>
<h2 dir="ltr">Benefits of flexible working for early birds and night owls:</h2>
<p dir="ltr">For those early birds amongst us, FlexAppeal means you can start work whenever you&rsquo;re most feeling refreshed, so you&rsquo;ll increase productivity. So if you&rsquo;re off to the gym at 5am (fair play!) or perhaps you enjoy the sunrise, you can start work as early as you like, meaning if you&rsquo;re doing a standard 8 hour day, you&rsquo;ll finish early too.</p>
<p dir="ltr">Don&rsquo;t worry, we&rsquo;re not forgetting those night owls too! Whether you&rsquo;ve had a late night and could do with a few hours extra kip or maybe you feel more productive working later in the day, just log in when you&rsquo;re feeling refreshed and ready to go!&nbsp;</p>
<h2 dir="ltr">Benefits of flexible working for adventurous travellers: &nbsp;</h2>
<p dir="ltr">Flexible working doesn&rsquo;t just mean working from home. Imagine being able to pack your bags and head off on your travels whilst still being able to work! We don&rsquo;t mind where you decide to work&hellip; So if you&rsquo;re off doing some city-seeing or visiting friends or family, just take your laptop with you and work around your personal commitments.</p>
<p dir="ltr"><img src="https://cdn.sourceflow.co.uk/4bamdujwv1yhwyhrd2iv175odrfy" alt="MAX MAYR" width="300" height="300"></p>
<h3><strong>MAX MAYR</strong></h3>
<p dir="ltr">&ldquo;Discovering the world and travelling is a huge passion of mine. That&rsquo;s why I love being able to combine my work life with travelling. It&rsquo;s great to be able to explore a new city and then work there for a couple of days after my annual leave. One of my favourite trips was to Amsterdam. I was able to work in a shared office so I was just as productive as at home but also able to meet new people.&rdquo;</p>
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<li dir="ltr">Director Contracts, Germany.</li>
</ul>
<p><img src="https://cdn.sourceflow.co.uk/bfcf6g1zie3yk265b371ideymlv3" alt=" KSENIA MOLODYCH" width="300" height="300"></p>
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<p><br><strong>KSENIA MOLODYCH</strong></p>
<p><br><strong>&ldquo;I have a lot of friends and relatives all over Europe so what the perfect combination of FlexAway and FlexAppeal at Austin International allows me to do is to have more quality time with them whilst not losing focus on work.&rdquo;</strong></p>
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<li><strong>Head of Marketing, UK.</strong></li>
</ul>
<h2 dir="ltr">We&rsquo;re all different, we&rsquo;ve all got different needs.</h2>
<p><img src="https://cdn.sourceflow.co.uk/l67p6ibvg6epu1xawlzuk8ym3zdr" alt=" PETE HART" width="300" height="300"></p>
<p>&nbsp;</p>
<p><br><strong>PETE HART</strong></p>
<p><br>&ldquo;It's not about what time you clock-in or clock-out, or where you&rsquo;re doing that, we should all have a choice. And that&rsquo;s something I really wanted to be able to have and offer.&nbsp;</p>
<p>We&rsquo;re all different, we&rsquo;ve all got different needs and also different obligations. It allows me to get the balance right in my life as much as I possibly can. My family is the most important thing to me and that's a fact! So I get to do my job at a high standard whilst giving my family what they need.&rdquo;</p>
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<li>CEO</li>
</ul>
<p dir="ltr">Are you ready to build an incredible career here at Austin International? Start your journey today!</p>
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<p dir="ltr"><a href="https://austin-fraser-international.staging.krakatoa.eu-2.volcanic.cloud/contact?source=accessgroup.lightning.force.com">Contact Us</a></p>
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#1 recruitment agency in the flexible working awards!

<p>A growth mindset can unlock your full potential as a leader, as well as your team. Having a growth mindset means you can foster a culture of continuous improvement, inspire your team to reach new heights and create a positive work environment that promotes open communication, innovation, and inclusivity. With a growth mindset, you can enhance your ability to communicate effectively, mentor your team towards success, and create a culture of positivity that relieves stress and encourages personal and professional growth.&nbsp;</p>
<h2 dir="ltr"><strong>Growth mindset VS fixed mindset</strong></h2>
<p dir="ltr">Before we dive into unlocking your full potential by leading with a growth mindset, it&rsquo;s important to recognise what a fixed mindset is. Recruiters who believe that their abilities and skills are fixed may struggle to adapt to the ever-changing needs of the industry and may be less likely to seek out new opportunities for growth and development. This is known as a fixed mindset. On the other hand, recruiters with a growth mindset are more likely to embrace change, learn from their mistakes, and continuously improve their skills and abilities. As Simon Sinek said, &ldquo;Those with a finite mindset fear surprises. Those with an infinite mindset see opportunity in the unexpected&rdquo;.</p>
<p dir="ltr">It's time to face the reality - leaders who have a fixed mindset tend to micromanage their teams, and it's not pretty. This behaviour can be incredibly demotivating for the team, creating a culture of fear. And you know what that leads to? High levels of employee burnout, low retention rates, and a decrease in long-term performance. It's time for leaders to ditch the fixed mindset and start trusting their people to do their jobs well. Only then can we create a thriving and successful workplace for everyone involved!</p>
<p dir="ltr">The good news is, having a growth mindset is something you can learn, and understanding the two helps to make the shift.</p>
<h2 dir="ltr"><strong>What is a growth mindset?</strong></h2>
<p dir="ltr">Dr Carol Dweck, a psychologist and author of "Mindset: The New Psychology of Success," discovered through&nbsp;<a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC1838571/">a study</a>&nbsp;that individuals who prioritise learning over outcomes experience neurological changes in the brain. This emphasises the need for a complete shift in mindset towards growth, which she terms a "growth mindset." It&rsquo;s where you focus on the journey rather than the destination.&nbsp;</p>
<p dir="ltr">In the fast-paced and ever-evolving world of recruitment, it's crucial to have a growth mindset. Those who believe in the power of effort and determination are the ones who will succeed. Leaders who embrace a growth mindset understand that even in times of crisis, there is always an opportunity for growth and development. They actively seek out ways to support their team's growth, encourage collaboration, and break down barriers to success. Blaming others is not an option, personal accountability is key. By fostering a culture of growth and development, leaders create a positive environment that helps their team overcome challenges and achieve their goals.&nbsp;</p>
<p dir="ltr">&ldquo;I think something that I've always taken with me, and it's a phrase that I heard years ago - if you're going to think big, think bigger, and if you're going to think bigger, think biggest. If you talk to any of my leaders, they'll have heard me say that time and time again, and I can now hear them sharing it with their people, too.&rdquo; - Tom Chapman, Executive Vice President, USA.</p>
<p dir="ltr">To see if you tend to think in a fixed or growth-focused way, ask yourself these questions:</p>
<ol>
<li>
<p dir="ltr" role="presentation">Do you prefer to avoid challenges, or are you excited by them?</p>
</li>
<li>
<p dir="ltr" role="presentation">Do you protect yourself from failure or use it to achieve higher levels of success?</p>
</li>
<li>
<p dir="ltr" role="presentation">Do you find setbacks discouraging or motivating?</p>
</li>
<li>
<p dir="ltr" role="presentation">How do you feel about feedback? Do you react badly or respond constructively?</p>
</li>
<li>
<p dir="ltr" role="presentation">Are your talents set in stone or can you develop them?</p>
</li>
</ol>
<p>​</p>
<h2 dir="ltr"><strong>What are the benefits of leading with a growth mindset?</strong></h2>
<p dir="ltr"><a href="https://hbr.org/2014/11/how-companies-can-profit-from-a-growth-mindset">According to the Harvard Business Review,</a>&nbsp;employees at companies with growth mindsets are 34% more likely to feel a strong sense of commitment to the organisation. They are also 47% likelier to say their colleagues are trustworthy, 65% likelier to say their company supports risk-taking and 49% likelier to say that the company fosters innovation.</p>
<p dir="ltr">By embracing a growth mindset, you can expect to:</p>
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<li>
<h3 dir="ltr" role="presentation"><strong>IMPROVE COMMUNICATION</strong></h3>
</li>
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<p dir="ltr">As Steven Bartlett once said, "Effective communication is the foundation upon which successful relationships are built." And successful relationships in the recruitment industry are a must!</p>
<p dir="ltr">If a recruiter were to have a fixed mindset, they would believe that relationships with their clients and candidates should come easily and demonstrate immediate compatibility. But if you&rsquo;re in the industry already, you&rsquo;ll know straight up, that isn&rsquo;t the case! Strong relationships require effort and work and those with a growth mindset will know this.&nbsp;​</p>
<p dir="ltr">Recruitment is an ever-evolving and incredibly innovative industry that gives opportunities for innovation, ideas, and challenging the status quo. By enhancing your ability to communicate effectively, you can contribute to this innovation and lead the way. Additionally, leaders who view others as sources of inspiration, rather than competition, can cultivate a collaborative work environment that promotes open communication and increased productivity.</p>
<p dir="ltr">Having a growth mindset provides a guide for navigating difficult conversations with clarity and composure. And these difficult conversations can happen on a regular basis in recruitment! By approaching the conversation with an attitude of curiosity and openness, rather than defensiveness or closed-mindedness, you can foster a more productive dialogue. It will also make the conversation a lot nicer for the person on the other end as they will feel heard and valued in the conversation. This can help to build trust and strengthen relationships, both of which are important in the recruitment industry.</p>
<p dir="ltr">​A growth mindset can play a crucial role in overcoming communication barriers, particularly in the context of flexible working where people may be working remotely or on different schedules. Those with a growth mindset are motivated to explore alternative ways of communication, seek feedback, and continuously improve their skills to bridge these gaps. The first step is acknowledging that individuals communicate in diverse ways, followed by adapting your expectations of how others ought to communicate. It&rsquo;s crucial not to stereotype people based on their communication style, but rather acknowledge the strengths in each individual's communication approach and utilise them for the benefit of the team.​</p>
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<h3 dir="ltr" role="presentation"><strong>EFFECTIVELY MENTOR YOUR TEAM</strong></h3>
</li>
</ul>
<p dir="ltr">In the recruitment industry, leaders with a growth mindset are the ones who can effectively mentor and guide their teams towards success. By recognising the potential for growth and development in each individual, leaders can foster that potential. Learning is a continuous process, so encourage your team to embrace challenges and view failures as development opportunities.</p>
<p dir="ltr">&ldquo;When you learn to not fear failure, and view it as an opportunity&hellip;everything changes! Failure has been instrumental in my success, it has propelled me forward, and I wouldn&rsquo;t be where I am today without it. I am grateful for everything it&rsquo;s taught me and will continue to teach me. F.A.I.L&hellip; First Attempt In Learning&rdquo; - Hannah Gardiner, Head of Talent.</p>
<p dir="ltr">By prioritising the growth and development of your team members over just achieving short-term goals, you can create a culture of continuous improvement and innovation. This approach will not only benefit your team but also your clients and candidates, as they will see the positive impact of your team's growth and development on their recruitment experience.</p>
<ul>
<li>
<h3 dir="ltr" role="presentation"><strong>CREATE A POSITIVE CULTURE</strong></h3>
</li>
</ul>
<p dir="ltr"><a href="https://www.frontiersin.org/articles/10.3389/fpsyg.2022.821206/full#ref56">Studies have found that when we experience stress, a growth mindset can relieve it and reduce the protective effects of externalising behaviour</a>. Being less stressed means we can create a positive culture for our people.​</p>
<p dir="ltr">Recruiting talented individuals who bring value to the culture, rather than simply fitting into it, leads to a diverse, inclusive and dynamic team that can offer fresh perspectives and innovative ideas. Sometimes&nbsp;<a href="https://www.austininternational.com/blog/2023/02/6-ways-to-remove-unconscious-bias-in-your-recruitment-process?source=google.com">our unconscious bias&nbsp;</a>or social stereotypes get in the way of building an inclusive team. This can cloud our judgement, hinder our decision-making, and prevent us from creating an environment that&rsquo;s truly welcoming for all.&nbsp;</p>
<p dir="ltr">It falls upon leaders to initiate a culture shift that promotes a greater understanding of unconscious bias. A growth mindset can assist in eliminating limiting beliefs by practising mindfulness. By being conscious of our thoughts and beliefs, we can effectively change them. If you encounter a negative stereotype or generalisation about someone, take a pause and ask yourself these three questions: Is this thought based on truth or assumption? Why do I believe it's true? How do I know it's true?</p>
<p dir="ltr">A growth mindset can create a culture of trust by promoting an environment where people are encouraged to take risks, learn from mistakes, and embrace challenges. By fostering a growth mindset, you can help your people develop confidence in their abilities and encourage them to share their ideas without fear of judgement. Additionally, a growth mindset encourages constructive feedback, allowing for open communication and a sense of collaboration. This trust-based culture fosters a sense of belonging and shared ownership, ultimately resulting in a more engaged and productive team.</p>
<p dir="ltr">So ask yourself - when confronted with a challenging task at work, do you opt to avoid it, deeming it unworthy of the trouble, or do you choose to confront it directly? If it&rsquo;s the latter then you probably have a growth mindset!​</p>
<p dir="ltr">Embracing challenges, persisting through obstacles, and seeing failures as development opportunities for growth are all part of the growth mindset. It's a mindset that can unlock your full potential in whatever role you&rsquo;re in! A leader with a growth mindset means you can inspire your teams to reach new heights and create a culture of continuous improvement!&nbsp;<a href="https://www.austininternational.com/blog/2023/06/10-ways-to-lead-with-a-growth-mindset?source=google.com&amp;" target="_blank" rel="noopener">Check out how to lead with a growth mindset here.</a></p>

 3 benefits of leading with a growth mindset

<p>We believe in giving back to our communities and making a positive impact in the world. That's why throughout June, different teams across all our cities will be taking on the challenge of walking 40km in a day to raise money for 5 incredible charities. This is an annual event, and since 2021, we&rsquo;ve raised over &pound;30k for charities across the globe.</p>
<p dir="ltr">Join us in making a difference! Support our chosen charities and help transform lives. Every contribution, big or small, brings us closer to creating a better world.&nbsp;</p>
<h2 dir="ltr"><strong>Sports in Mind</strong></h2>
<p dir="ltr">Sports in Mind is a beacon of hope for individuals experiencing mental health problems. Through the power of sport and physical activity, the charity provides a range of services that help people to overcome their challenges and rediscover their strength. Their programmes empower people to reclaim their lives, enhance their well-being, and build resilience through the positive influence of sports. From weekly sports sessions and group activities to one-to-one support, Sports in Mind is dedicated to helping people achieve their full potential.</p>
<p dir="ltr">Donations are the lifeblood of the charity, providing essential funding for the running of these services. With your support, Sports in Mind can hire venues, purchase equipment, and pay for trained staff and volunteers. Every donation, no matter how small, makes a huge impact on the lives of those who benefit from the charity's services.</p>
<p dir="ltr">But Sports in Mind's impact doesn't stop there. The charity also uses donations to raise awareness of mental health issues and reduce the stigma surrounding mental health. By promoting the benefits of physical activity and sport in maintaining good mental health, Sports in Mind is changing the conversation around mental health and inspiring others to take action.</p>
<p dir="ltr">So join us in supporting Sports in Mind and be a part of the movement to improve mental health through sport and physical activity. Together, we can make a real difference in the lives of those who need it most.</p>
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<p dir="ltr"><a href="https://www.justgiving.com/page/austin-international-1682334091087" target="_blank" rel="noopener">Donate here</a></p>
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<h2 dir="ltr">​</h2>
<h2 dir="ltr"><strong>Papyrus Prevention of Young Suicide&nbsp;</strong></h2>
<p dir="ltr">Papyrus is an incredible charity organisation that has dedicated itself to the prevention of young suicide and providing crucial support to those affected by suicide. Their unwavering commitment to saving young lives has made a significant impact in communities and has brought hope to countless individuals.</p>
<p dir="ltr">One of the key services provided by Papyrus is their confidential helpline, which offers a lifeline to young people who may be in distress or experiencing suicidal thoughts. This helpline ensures that young people never have to face their darkest moments alone, offering them a safe space to express their feelings and find hope.</p>
<p dir="ltr">Papyrus actively engages in campaigns to raise awareness about the issue of youth suicide. By conducting educational programmes, workshops, and events, they strive to promote open conversations surrounding mental health and suicide prevention.</p>
<p dir="ltr">Donations play a critical role in enabling Papyrus to expand their reach and provide even more young people with the support they desperately need. The funds raised contribute to the recruitment and training of additional helpline staff, ensuring that the service remains available 24/7. Donations also support the development and implementation of awareness campaigns and contribute to the creation and distribution of educational resources, enabling Papyrus to empower young people with the knowledge and tools necessary to support their mental health and well-being.</p>
<p dir="ltr">Together, we can support Papyrus in their mission to prevent young suicide, provide invaluable support, and create a world where every young person has the opportunity to flourish and thrive.</p>
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<p dir="ltr"><a href="https://justgiving.com/page/austin-international-1682332369152" target="_blank" rel="noopener">Donate here</a></p>
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<p dir="ltr">​</p>
<h2 dir="ltr"><strong>UNICEF</strong></h2>
<p dir="ltr">As a renowned global organisation, UNICEF strives to protect and improve the lives of children worldwide. Their initiatives cover a wide range of areas, including health, nutrition, education, and child protection.</p>
<p dir="ltr">The project we are supporting is &ldquo;Acute Malnutrition threatens children&rdquo;. The food situation in many African countries is severe and demands our attention. Factors like land degradation, droughts, poverty, and limited access to food and essential services contribute to severe malnutrition. Timely treatment can save lives and secure children's futures. UNICEF and partners tirelessly work to expand response through integrated programmes in health, education, protection, and water sectors.&nbsp;</p>
<p dir="ltr">By supporting UNICEF, we can contribute to providing lifesaving aid, emergency relief, and long-term support to vulnerable children in need. Together, we can make a difference in ensuring every child's right to a safe, healthy, and fulfilling future.</p>
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<p dir="ltr"><a href="https://www.betterplace.org/en/fundraising-events/44562-40k-in-a-day-for-unicef" target="_blank" rel="noopener">Donate here</a></p>
</td>
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<h3 dir="ltr">​</h3>
<h2 dir="ltr"><strong>German Children's Fund&nbsp;</strong></h2>
<p dir="ltr">The German Children's Fund (Deutsches Kinderhilfswerk) is committed to promoting children's rights and advocating for their well-being across Germany. Through various programmes, they focus on providing children with access to education, health care, and recreational opportunities, fostering their development and enabling them to thrive.&nbsp;</p>
<p dir="ltr">Donations to the German Children's Fund play a vital role in enabling them to continue their remarkable work and expand their impact. The funds raised can support the implementation of educational programmes, including scholarships, tutoring initiatives, and the development of educational resources. Donations can also contribute to improving healthcare facilities, providing medical equipment, and supporting initiatives that promote preventive care and early intervention. Furthermore, the funds can be used to create and sustain recreational spaces, organise events, and provide resources for children to engage in play, sports, and cultural activities.</p>
<p dir="ltr">By supporting this remarkable organisation, we can contribute to building a brighter future for children, ensuring they have the tools and resources they need to reach their full potential.</p>
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<td>
<p dir="ltr"><a href="https://www.betterplace.org/de/fundraising-events/44540-40k-in-a-day-fuer-das-deutsche-kinderhilfswerk" target="_blank" rel="noopener">Donate here</a></p>
</td>
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<h3 dir="ltr">​</h3>
<h2 dir="ltr"><strong>Down Home Ranch</strong></h2>
<p dir="ltr">Down Home Ranch is an amazing organisation that supports individuals with disabilities by creating a nurturing and inclusive environment. They provide residential, educational, and vocational opportunities, empowering individuals to lead fulfilling lives and participate in their communities.</p>
<p dir="ltr">They provide a safe and loving home environment for individuals with disabilities, ensuring that their physical, emotional, and social needs are met. Through personalised care plans and a compassionate team of caregivers, individuals at Down Home Ranch are able to experience a sense of belonging, build meaningful relationships, and develop essential life skills in a supportive community.</p>
<p dir="ltr">Down Home Ranch places a strong emphasis on education and skill development. They offer a variety of educational programmes and opportunities tailored to the unique needs and abilities of each individual. They also provide vocational training, job placement services, and supported employment programmes that enable individuals to gain meaningful employment and contribute to their communities.</p>
<p dir="ltr">The funds raised can help expand residential facilities, ensuring that more individuals with disabilities have access to a safe and supportive home environment. Donations can also contribute to the development and enhancement of educational programmes, enabling individuals to receive specialised education and skills training that caters to their unique needs.</p>
<p dir="ltr">By supporting Down Home Ranch, we can make a positive impact on the lives of those with disabilities, fostering a society that celebrates diversity and inclusion.</p>
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<td>
<p dir="ltr"><a href="https://www.justgiving.com/page/austin-international-1682338189133?newPage=true" target="_blank" rel="noopener">Donate here</a></p>
</td>
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</tbody>
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<p dir="ltr">​</p>
<p dir="ltr">As we embark on 40k in a day, we know it won't be easy, but there's an incredible sense of excitement and energy that keeps us going. Our passion for these incredible charities fuels our motivation. We are aware that every step, every donation, and every conversation we have about the causes we support can make a huge difference in the lives of others. Together, let's inspire change and spread hope to those in need. Thank you for your generosity!​</p>

40k in a day: Walking 40km for charity this June!

<p dir="ltr">Unconscious bias is part of human nature. Meeting new people, learning new information and other life experiences shape our perception of the world around us.&nbsp;</p>
<p dir="ltr">As our brains make thousands of decisions every day and process 40 bits of information in one single moment, we take unconscious shortcuts to reach quicker conclusions. Some of these may be true, whereas others may be inaccurate and rooted in systems of marginalisation. Some of these shortcuts can often lead to unintended consequences, also known as unconscious bias.</p>
<p dir="ltr">​Unconscious bias isn't always a bad thing. You may have deeply-held beliefs (that you are not aware of) that lead to a positive behaviour in your life. For example, a deeply-held belief that people deserve to be treated with respect, you may not be aware of your belief, but if this means that you treat everyone you meet respectfully, your bias is working positively.</p>
<p dir="ltr">If you have a belief that disabled people are less able to be in employment (but you aren&rsquo;t consciously aware of this) then you may overlook those disabled candidates who have amazing skills. This is when a bias becomes negative, because it has a negative impact on your behaviours, and other people&rsquo;s experiences.&nbsp;</p>
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<p>​</p>
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<h6><strong>​Table of Contents</strong></h6>
<h6><a href="https://www.austininternational.com/blog/2023/02/6-ways-to-remove-unconscious-bias-in-your-recruitment-process?source=google.com#brain-process">How our brains process information</a></h6>
<h6 dir="ltr"><a href="https://www.austininternational.com/blog/2023/02/6-ways-to-remove-unconscious-bias-in-your-recruitment-process?source=google.com#unconscious-bias-show">How does unconscious bias show up in the recruitment process?</a></h6>
<h6 dir="ltr"><a href="https://www.austininternational.com/blog/2023/02/6-ways-to-remove-unconscious-bias-in-your-recruitment-process?source=google.com#reduce-unconscious-bias">How can you reduce unconscious bias in the recruitment industry?</a></h6>
<h6 dir="ltr" role="presentation">1.&nbsp;<a href="https://www.austininternational.com/blog/2023/02/6-ways-to-remove-unconscious-bias-in-your-recruitment-process?source=google.com#implementing-new-processes">Implementing new processes</a></h6>
<h6 dir="ltr" role="presentation">2.&nbsp;<a href="https://www.austininternational.com/blog/2023/02/6-ways-to-remove-unconscious-bias-in-your-recruitment-process?source=google.com#develop-inclusive-job">Develop inclusive job adverts</a></h6>
<h6 dir="ltr" role="presentation">3.&nbsp;<a href="https://www.austininternational.com/blog/2023/02/6-ways-to-remove-unconscious-bias-in-your-recruitment-process?source=google.com#objective-evaluation">Use objective evaluation criteria and structured interview processes</a></h6>
<h6 dir="ltr" role="presentation">4.&nbsp;<a href="https://www.austininternational.com/blog/2023/02/6-ways-to-remove-unconscious-bias-in-your-recruitment-process?source=google.com#diversify-the-hiring-committee">Diversify the hiring committee</a></h6>
<h6 dir="ltr" role="presentation">5.&nbsp;<a href="https://www.austininternational.com/blog/2023/02/6-ways-to-remove-unconscious-bias-in-your-recruitment-process?source=google.com#ensure-diversity-and-inclusion">Ensure diversity and inclusion in your recruitment sources</a></h6>
<h6 dir="ltr" role="presentation">6.&nbsp;<a href="https://www.austininternational.com/blog/2023/02/6-ways-to-remove-unconscious-bias-in-your-recruitment-process?source=google.com#regularly-review">Regularly review and assess your recruitment process</a></h6>
<h6 dir="ltr">​<a href="https://www.austininternational.com/blog/2023/02/6-ways-to-remove-unconscious-bias-in-your-recruitment-process?source=google.com#commitment-to-diversity">Our Commitment to diversity and inclusion</a></h6>
<h6 dir="ltr">​</h6>
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<p id="brain-process" class="cst-flagged" dir="ltr"></p>
<h2 dir="ltr"><strong>How our brains process information</strong></h2>
<p dir="ltr">Daniel Kahneman&rsquo;s theory, t<a href="https://www.goodreads.com/book/show/11468377-thinking-fast-and-slow">hinking fast and slow</a>, explains how our brain's decision-making is split into two systems.</p>
<p dir="ltr">System 1 is a fast and emotional response. This sort of decision is basically your autopilot. Things like when to turn the tap off as your glass is full or when to press the brake in your car.</p>
<p dir="ltr">System 2 is a slow and conscious response. This part of your brain is used for more important decisions such as booking a holiday or applying for a job.</p>
<p id="unconscious-bias-show" class="cst-flagged">​With the thousands of decisions we make every day, system 1 usually deals with the majority of them so we reserve our capacity for those more important decisions. It&rsquo;s system 1 that takes those shortcuts formed by past experiences to draw conclusions, when in fact, realistically it should be system 2 in some cases, particularly when recruiting.&nbsp;</p>
<h2 dir="ltr"><strong>How does unconscious bias show up in the recruitment process?</strong></h2>
<p dir="ltr">Unconscious bias plays an inevitable role in the recruitment industry as it can impact our judgments throughout the recruitment process. According to&nbsp;<a href="https://www.brighttalk.com/webcast/17947/438643/an-introduction-to-unconscious-bias-from-industry-experts">BrightTalk</a>, 79% of recruiters agree that unconscious bias exists in both recruitment and succession planning decisions.</p>
<p>Let&rsquo;s take CVs. The moment a candidate's CV lands in front of a recruitment consultant, it can take just a couple of seconds to make a decision on whether they continue reading. Seeing a candidate went to university might make you think they&rsquo;re smart. If someone is a little older you may think they&rsquo;re not fit for the role. Even someone's name can form a judgement.&nbsp;</p>
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<p dir="ltr">Most businesses will agree that a diverse and inclusive culture makes for more innovative, engaged, and happy teams. To improve diversity and inclusion in the workplace, these unconscious biases need to be removed.</p>
<p dir="ltr">There are many different biases that can creep into a recruitment process so let&rsquo;s look into some of them.</p>
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<p>​</p>
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<h4 align="center"><strong>79%</strong><br>of recruiters agree that unconscious bias exists in both recruitment and succession planning decisions.</h4>
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<p id="confirmation-bias" class="cst-flagged" dir="ltr">​</p>
<h3 dir="ltr"><strong>CONFIRMATION BIAS:</strong></h3>
<p id="halo-effect" class="cst-flagged" dir="ltr">Confirmation bias is when you seek or favour information that agrees with what you already believe to be true, rather than evaluating all available data objectively. As a recruitment consultant, if you have an initial perception of a candidate and then you unconsciously focus on information that supports that belief - this is confirmation bias. It can lead to discrimination in the recruitment process because of preconceived ideas.&nbsp;</p>
<h3 dir="ltr"><strong>HALO EFFECT:</strong></h3>
<p id="similarity-bias" class="cst-flagged" dir="ltr">The halo effect happens when we allow a positive attribute about a candidate to influence us from noticing other important characteristics, commonly these are physical. One example is making a judgement based on the firmness of a candidate's handshake; they give what you think is a &lsquo;good&rsquo; handshake, and as such, you are more likely to respond positively to their subsequent behaviours. The opposite of the halo effect is the horns effect, where you create a negative perception of someone due to being influenced by a single negative trait. For example, if someone doesn&rsquo;t easily make eye-contact, you could assume they might have confidence issues, rather than a dislike of eye contact.&nbsp;&nbsp;</p>
<h3 dir="ltr"><strong>AFFINITY / SIMILARITY BIAS:</strong></h3>
<p id="stereotyping" class="cst-flagged" dir="ltr">The affinity or similarity bias is like the halo effect whereby you favour a candidate because of a shared similarity, trait or characteristic. Psychologically, this familiarity makes us feel more comfortable, and the more comfortable we are the more attractive something becomes. The problem with this is when it comes to building diverse teams, whilst potentially replicating strengths, you'll only be compounding the weaknesses, limiting the opportunity for fresh perspectives, different viewpoints and increased innovation. To add diversity to a business, you recruit for culture add and not culture fit.&nbsp;As a recruitment consultant, building relationships is key! But never let your connection or bond with a candidate cloud your judgement.</p>
<h3 id="groupthink" class="cst-flagged" dir="ltr"><strong>STEREOTYPING:</strong></h3>
<p dir="ltr">Stereotype bias plays a significant role in how we perceive and characterise others. It&rsquo;s an over-generalised belief about a particular group of people. These stereotypes may be racist, sexist, ageist or cause other offence.</p>
<h3 id="reduce-unconscious-bias" class="cst-flagged" dir="ltr"><strong>GROUPTHINK:</strong></h3>
<p dir="ltr">Groupthink is when an individual suppresses their own opinions in favour of group harmony, sometimes without even realising it; the power of the group is profound! You may overlook a qualified candidate as the other people on the hiring committee believe a different candidate is more suitable. A lack of diversity on the hiring committee can also mean other valuable perspectives are missed.&nbsp;</p>
<p id="implementing-new-processes" class="cst-flagged" dir="ltr">​</p>
<h2 dir="ltr"><strong>How can you reduce unconscious bias in the recruitment industry?</strong></h2>
<h3 dir="ltr" role="presentation"><strong>1. IMPLEMENTING NEW PROCESSES</strong></h3>
<p dir="ltr">The first step to reducing biases is to work on processes that remove opportunities for them. As a recruitment consultant, you need to make unconscious bias conscious! Creating this awareness and implementing processes that will reduce the opportunity for bias means you&rsquo;re actively taking steps to prevent them from creeping in.</p>
<p dir="ltr">We mentioned before that the moment a CV is in sight, a judgement can be formed. So a simple solution - remove the CVs. This enables you to focus on behavioural and technical skills, as well as understanding if there&rsquo;s an alignment between values. Here at Austin International, we&rsquo;ve taken this step to improve our recruitment process.</p>
<p id="develop-inclusive-job" class="cst-flagged" dir="ltr">You can assess candidates anonymously through conversation and asking the right questions and assessments. Not only does this reduce your unconscious bias creeping in, but it&rsquo;s a much more effective way to get to know your candidates and assess their potential.</p>
<h3 dir="ltr" role="presentation"><strong>2. DEVELOP INCLUSIVE JOB ADVERTS</strong></h3>
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<p dir="ltr">Job adverts are sometimes the first touchpoint a candidate has with you. Whether they&rsquo;re scrolling on a job board or it lands on their social feed, this first impression makes a huge difference!&nbsp;</p>
<p dir="ltr">There are several biases you need to avoid when considering your job adverts.</p>
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<p>​</p>
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<h4 dir="ltr" align="center">Women are unlikely to apply<br>for a job unless they meet 100% of the requirements, while men will apply at 60%</h4>
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<p dir="ltr"><br>Gender bias:&nbsp;<a href="https://hbr.org/2014/08/why-women-dont-apply-for-jobs-unless-theyre-100-qualified">Research from Harvard Business School</a>&nbsp;shows that women are unlikely to apply for a job unless they meet 100% of the requirements, while men will apply if they meet 60% of the requirements. Identify which requirements are essential and eliminate the ones that are nice to have or could be subjective.</p>
<p dir="ltr">Be mindful of your choice of words as this can have a strong impact on the talent you attract. For example,<a href="https://www.sussex.ac.uk/webteam/gateway/file.php?name=gendered-wording-in-job-adverts.pdf&amp;site=7">&nbsp;research shows</a>&nbsp;that masculine language, such as &ldquo;competitive&rdquo; and &ldquo;dominate&rdquo;, results in women feeling they would not belong in the work environment.&nbsp;</p>
<p dir="ltr">The word &lsquo;ninja&rsquo; has increasingly appeared in job descriptions in high tech. While the word may make the job sound exciting, it may also discourage women from applying, as society tends to regard &lsquo;ninja&rsquo; as masculine. Other words like &lsquo;guru&rsquo; or &lsquo;superstar&rsquo; can also deter candidates who feel they do not fit in with this image.</p>
<p dir="ltr">Use a tool like&nbsp;<a href="http://gender-decoder.katmatfield.com/">Gender Decoder</a>&nbsp;to identify gender bias in your word choices.</p>
<p dir="ltr"><strong>Racial bias:&nbsp;</strong>Racism remains a significant cause of discrimination for candidates in the recruitment process and you need to ensure you do everything to prevent this from happening. If you&rsquo;re recruiting for a role where you need to speak a certain language you should put &ldquo;Italian speaking&rdquo; rather than &ldquo;Italian&rdquo;, for example. Requirements like being "clean-shaven" are unacceptable as this is not only sexist but can limit certain faiths from applying.</p>
<p id="objective-evaluation" class="cst-flagged" dir="ltr"><strong>Age bias:&nbsp;</strong>Age bias is when you are treated unfavourably because of your age. Time is a poor metric to assess skill, because time passes regardless of performance or outcome. Just because someone has 20 years of experience, does not mean they&rsquo;re more suitable for a role. By putting requirements like this in your job advert, you&rsquo;re preventing the younger generation from applying. Similarly, using words like &ldquo;young and energetic&rdquo; or &ldquo;hit the ground running&rdquo; means other generations may feel they don&rsquo;t have the same opportunity. You can still ask for a date of birth to check if they&rsquo;re over 18, for example, but this shouldn&rsquo;t be used as a deciding factor for someone getting a job.</p>
<h3 dir="ltr"><strong>3. USE OBJECTIVE EVALUATION CRITERIA AND STRUCTURED INTERVIEW PROCESSES</strong></h3>
<p dir="ltr">When assessing candidates suitability for a role, we add our own subliminal and emotional criteria to the decision. Criteria we might not even be aware of and which may have no facts to support. This is known as subjective criteria. Objective valuation, on the other hand, is based on arguable facts. Using this kind of evaluative criteria means you keep the hiring team objective and the candidates are assessed on the same criteria.</p>
<p dir="ltr">Similar to using objective evaluation criteria, structured interview processes means all candidates go through the same process. By standardising the interview process, you can focus on the factors that have a direct impact on performance, rather than the emotional connections. You can also build work samples, role plays or scenario based / practical tasks into your process to assess skill, this means you're not just focusing on experience, but enabling candidates to showcase their skills, and showcase their potential.</p>
<p id="diversify-the-hiring-committee" class="cst-flagged" dir="ltr">For example, imagine that you are interviewing a candidate. You may unintentionally ask questions that play up their strengths rather than asking questions that encourage them to showcase their skills. By going through the set of same questions, it prevents you going off track and it&rsquo;s easier to compare candidates more fairly at the end.​</p>
<h3 dir="ltr" role="presentation"><strong>4. DIVERSIFY THE HIRING COMMITTEE</strong></h3>
<p id="ensure-diversity-and-inclusion" class="cst-flagged" dir="ltr">Collaboration is a great way to bring together people with different perspectives, viewpoints, experiences, knowledge and skills, in order to accomplish common goals. We mentioned before that groupthink is a type of bias where people suppress their own opinions and go with the majority of the group. By taking time to reflect before discussing an interview with other people means you can form your own solid opinion without being influenced by others. Having diverse opinions from your peers and clients means you can work together to ensure all voices are heard.</p>
<h3 dir="ltr"><strong>5. ENSURE DIVERSITY AND INCLUSION IN YOUR RECRUITMENT SOURCES</strong></h3>
<p id="regularly-review" class="cst-flagged" dir="ltr">As candidate behaviour evolves, you need to intentionally widen the gate and diversify your candidate sources. These range of sources will help you seek new incredible talent. With advanced filters on platforms such as Broadbean or LinkedIn, you can find the right skills and candidates suitable for the jobs. Using these filters creatively and thinking outside the box means you can ensure diversity in your candidate search.</p>
<h3 dir="ltr"><strong>6. REGULARLY REVIEW AND ASSESS YOUR RECRUITMENT PROCESS</strong></h3>
<p id="commitment-to-diversity" class="cst-flagged" dir="ltr">Removing biases may seem fairly straightforward at first glance, but it&rsquo;s easy to slip back into old ways. To stay on top of this, you need to monitor your recruitment process on an ongoing basis, gather data and pinpoint where the problems are. From this you&rsquo;ll be able to ensure you offer a diverse, inclusive and equitable approach to recruitment. You&rsquo;ll also be able to support your peers and help them identify any biases they may have and ways to overcome them.​</p>
<h2 dir="ltr"><strong>Our commitment to diversity and inclusion</strong></h2>
<p>Here at Austin International, we&rsquo;re committed to prioritising diversity and inclusion for our people. We pride ourselves on having a culture that makes everyone feel welcome and we celebrate our people for being their true authentic selves. With a dedicated DE&amp;I Advocate and DE&amp;I charters in each of our countries, our aim is to ensure everyone experiences that welcome home feeling. By meeting regularly to discuss key topics, the DE&amp;I team is committed to building an inclusive workplace for everyone at Austin International. Together, our diversity makes us stronger.</p>

6 ways to remove unconscious bias in your recruitment process

<h5>​​How long have you been at Austin Fraser?&nbsp;</h5>
<p dir="ltr">I&rsquo;ve been with Austin Fraser for almost&nbsp; 9 years. Previously to AF, I had been an Estate Agent for 5 years which gave me my sales background. I was looking for a job that would enhance my skills, give me greater financial stability to support my young family, and provide an excellent career.&nbsp;</p>
<h5 dir="ltr">Talk us through your career to date?&nbsp;</h5>
<p dir="ltr">I started life at AF as a Trainee Contracts Consultant in Reading building up the PHP Development market across London. I received an initial 12 weeks of training in the classroom and on the sales floor which gave me confidence and a great platform to build from.&nbsp;</p>
<p>I progressed as a Consultant through to Senior in the UK. I then moved to Austin, Texas to support the launch of our first US office where I became a Team Leader and a City Manager. I then took on a Regional Director role based in Munich, overseeing our South Germany regions. My current role is as Global Sales Project Director, supporting our Sales Leaders across AF and AV.&nbsp;</p>
<h5>Talk to us about your achievements and favourite moments at AF?&nbsp;</h5>
<p>I still hold the fastest promotion from Trainee to Consultant at 11 weeks which is an achievement I&rsquo;m extremely proud of. This really helped me gain confidence in my abilities and launch my career.</p>
<p>Becoming City Manager of our Austin Office marked an incredible journey for me. To become a key part of something that we had built from scratch was a career milestone. I also had the privilege of helping to launch and develop the careers of some great individuals.&nbsp; During my time as City Manager in Austin, we won the global AF awards for Team of the Year twice and I was also awarded Leader of the Year.&nbsp;</p>
<h6 align="center"><em>"To have had the experience of living and working in all three countries that we operate in and work with so many great people has been such an incredible experience."</em></h6>
<p align="left">Aside from the workplace, I have had the opportunity to travel to several amazing cities on incentive trips. Among my favourites have been New York, New Orleans, Hvar (Croatia), and St Anton.</p>
<h5 dir="ltr">Describe life at AF?&nbsp;</h5>
<p>I think it would be extremely hard to find another recruitment company out there who invests so heavily in it&rsquo;s people. That&rsquo;s what makes working at Austin Fraser so special. If you visit any of our offices you will always get the same feeling of support, excitement, opportunity and fun.&nbsp;</p>
<h5>How has life at AF impacted you outside the workplace?&nbsp;</h5>
<p>Over the past 9 years I have been able to support my family financially, buy a house, get married and move my family to the US and back which was a life changing experience.&nbsp;</p>
<h5>What advice would you give to someone thinking about a career at AF?</h5>
<p>This is more than a job. The incentives, great office and earning potential are all extremely attractive but are not just handed to you. This is no easy ride. But, if you live through our values: Earn it, Own it, Love it - then I don&rsquo;t believe there is a more rewarding and enjoyable career out there.</p>

9 Years, 7 Roles, 3 Countries & Just Getting Started!

<h5>​"Happy Friday" I tell myself as I am rushing to the elevator in our office building. I know once I enter the doors of the office, it's showtime!!!</h5>
<p dir="ltr">&nbsp;Last Fridays of the month are always special in sales. My whole team has some good stuff on the go, processes we gotta close ASAP to make sure we stay on track for our next incentive - Cancun, baby!</p>
<p dir="ltr">&nbsp;Always at my desk a couple of minutes early, gotta reserve some time to sip my black coffee while I am scheduling my day. Prioritizing is the key and asking myself "What will make this day be a good one?"</p>
<p dir="ltr">&nbsp;Ok, got it, my goal for the day is to get feedback from one of the interviews happening yesterday and book the final round for Monday or Tuesday. The faster the process, the better. Hopefully, both my engineer and my manager are hyped about each other.&nbsp;</p>
<p dir="ltr">&nbsp;Oh, and I have to find another candidate for this super hard to fill role. I mean they already are interested in one of my people, but I need a plan B - you never know. Luckily, one of my candidates I placed 2 years ago called me to let me know that his friend is looking for a new opportunity and it sounded like he might be a fit for the role. I have a call scheduled with him this afternoon so fingers crossed!</p>
<p dir="ltr">&nbsp;At lunch, I will go out and meet the CTO from this cool startup located in Uptown. I can't wait to get to know his story and see how we can find the right talent for him. Unfortunately, I won't be able to go with the team for our weekly lunch, but we'll grab a happy hour drink after work today anyways and I almost forgot: Sunday we will be grilling at our manager's house, damn, I hope it's not going to be as wild as last time!</p>
<p dir="ltr">&nbsp;And as usual, I gotta go hunt for fresh prospects. I need to work on my new pitch, I want to make it something funny this time. At one of our last trainings we were encouraged to try this out: "Hi, this is Corina with Austin Fraser and yes, this is a sales call. Feel free to hang up anytime if you are not interested, I won't take it personal." I loved the idea!&nbsp;</p>
<p dir="ltr">&nbsp;Competition of the day: whoever gets the most leads tracked in the system, will get to leave the office 2 hours earlier. I could use that for a shopping session to spend all my commission on it.</p>
<p dir="ltr">&nbsp;Oh no, I forgot!! I only have 1 more day to send my stuff to the marketing team. They are working on this super awesome new website for us and they asked me to write about a day in the life of a recruiter. They will not be amused if I ask for another deadline extension... but I don't even know where to start with, there's so much to say...</p>
<p dir="ltr">&nbsp;Alright, it's time for our morning stand-up but why is everyone all of a sudden standing up? Ohhh, it's my trainee's deal tune, time to ring the bell!</p>
<p dir="ltr">&nbsp;Every new day at work looks nothing like the previous day - you got to be able to enjoy this. I am so happy because I will never get bored in my job and I always get to meet all kinds of people. It's challenging at times, you have to be resilient, have excellent time management skills and be able to deal with chaos and so many unknown variable factors while working with people. My motivation? Becoming better day by day, learning from my mentors and coaches and being challenged, working with the most amazing people I know, get to see the world and build deep relationships with businesses and candidates.</p>

A Day in the #LifeAtAF with Coco

<p dir="ltr">Flexa Careers help people find truly flexible work, and help forward-thinking companies to stand out from the crowd. We're very excited to announce that we were recognised in their top 100 most flexible companies to work for. The flexibility policies of over 160 companies UK-wide have been challenged and assessed by Flexa, and we came 14th!</p>
<h2 dir="ltr">This calls for celebration!</h2>
<p dir="ltr">Last night, our HR Director, Hannah Howe and Head of Marketing, Ksenia Molodych, made their way to London to celebrate our achievement, along with all the other companies who are leading the way when it comes to flexible working.</p>
<p dir="ltr">Whilst they enjoyed delicious canap&eacute;s and fizz, Prof. Anthony Klotz (the inventor of the term &ldquo;The Great Resignation&rdquo;), shared insight on how the term &ldquo;great resignation&rdquo; came about and what it means in the concept of flexible working.</p>
<p dir="ltr">&ldquo;We&rsquo;re incredibly proud of being recognised for continuing championing flexible working not only within the recruitment sector but also amongst other progressive companies in and outside of the United Kingdom. Thank you, Flexa!&rdquo; - Ksenia.</p>
<p dir="ltr"><img src="https://cdn.sourceflow.co.uk/v7m2teffr55dkjcuq9v2xr4h5wu1" alt="Challenging the recruitment industry with flexible working" width="500" height="648"></p>
<h2 dir="ltr">How flexible working came about</h2>
<p dir="ltr">Rewind 5 years and flexible working from home jobs barely existed. Office life was the norm, as were the standard 9-5 hours. Then this thing called COVID-19 happened and flipped the norm on its head. Although, we played with the concept of flexible working even before COVID times!&nbsp;<a href="https://vimeo.com/792918845" target="_blank" rel="noopener"><u>Check out this video</u></a>&nbsp;from our CEO, Pete, on why he introduced flexible working.</p>
<p dir="ltr">Many people chose to quit or change their jobs, or considered doing so in the near future, mainly because of the work and life changes caused by COVID-19 - and this was the great resignation.</p>
<p dir="ltr">Fast forward to today and flexible working is one of the biggest priorities candidates look for when searching for a job.&nbsp;</p>
<h2 dir="ltr">What are the benefits of flexible working?</h2>
<h3 dir="ltr" role="presentation">A BETTER WORK-LIFE BALANCE</h3>
<p dir="ltr">Flexible working means reaching perfect harmony and finding a good work-life balance is made easy. Work-life balance is becoming essential to happy and healthy employees who are more productive and engaged when they are at work. Working parents want to spend more time with their children, travellers want to spend more time travelling, gym bunnies want to spend more time in the gym&hellip; And rightly so! We don&rsquo;t live to work&hellip; We work to live!&nbsp;</p>
<p dir="ltr">Finding that balance between having an incredible career and an amazing personal life is improved when the employee has control over where and when they work.</p>
<h3>IMPROVING MENTAL HEALTH</h3>
<p dir="ltr">A&nbsp;<a href="https://wearewildgoose.com/uk/news/flexible-working-survey-insights/">survey from Wild Goose</a>&nbsp;found that over 39% of the people surveyed who have flexible jobs see a noticeable improvement in their mental health. Similarly, almost 43% of people who do not have the option of flexible working, feel it would enable them to better manage their mental health.</p>
<p>Flexible working means employees can manage their health conditions in their own environment. This itself can boost wellbeing as there&rsquo;s no pressure to put on a brave face and you can relax in your own environment. Commuting can be a stressful daily event so eliminating this enables employees to effectively manage their time better and have more control over their day-to-day.&nbsp;</p>
<h3 dir="ltr" role="presentation">HIGHER MORALE, MOTIVATION AND PRODUCTIVITY</h3>
<p>Flexible working can be hugely motivating for employees as it indicates trust and transparency between employee and employer.&nbsp;<a href="https://www.employeebenefits.co.uk/issues/october-2014/how-flexible-working-can-boost-staff-wellbeing/">According to Dr Mark Winwood</a>, a Clinical Director of Psychological Services, the more control any of us feel we have over our working lives, the better we feel about work. So having full control over your career means you&rsquo;ll feel more positive and motivated.</p>
<p>Being able to choose where and when you work most productively means the employees are always working to their full potential, which in turn, boosts productivity. A&nbsp;<a href="https://www.gartner.com/smarterwithgartner/digital-workers-say-flexibility-is-key-to-their-productivity#:~:text=Flexible%20work%20hours%20is%20key,them%20to%20be%20more%20productive.">Gartner digital worker experience survey&nbsp;</a>found that 43% of respondents said that flexible working hours helped them achieve more productivity.&nbsp;​</p>
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<td>
<p dir="ltr"><a href="https://www.austininternational.com/blog/2022/09/top-recruitment-agency-flexible-working-awards?source=google.com">Read more about our flexible working here</a></p>
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Challenging the recruitment industry with flexible working

<p dir="ltr">Here at Austin International, we&rsquo;re committed to prioritising diversity and inclusion for our people. We pride ourselves on having a culture that makes everyone feel welcome and we celebrate our people for being their true authentic selves. Together, our diversity makes us stronger.</p>
<p dir="ltr">We reduce barriers and create opportunities for everyone, particularly under-represented groups&hellip; And this is why we&rsquo;ve joined&nbsp;<a href="https://neurodiversityinbusiness.org/">Neurodiversity in Business (NiB).</a></p>
<p dir="ltr">NiB is an industry forum to support the participation of neurodivergent individuals in the workplace, recently launched at the Houses of Parliament. By sharing knowledge and best practices, neurodivergent experts and leading companies can work together to improve employment and experience of the neurodiverse workforce.</p>
<h2 dir="ltr">The importance of joining NiB&nbsp;</h2>
<p dir="ltr">Speaking upon admission to NiB,&nbsp;<a href="https://www.linkedin.com/in/peter1hart/"><strong>Pete Hart</strong></a>, our CEO, said&nbsp;</p>
<p dir="ltr">&ldquo;I am so excited about joining Neurodiversity in Business (NiB) as part of our commitment to Diversity, Equity and Inclusion. Knowledge is key in this work, and before knowledge there has to be awareness.</p>
<p dir="ltr">When I&rsquo;ve been able to make a difference, it&rsquo;s been when I&rsquo;ve had that awareness and that knowledge so I want our people to be curious. Curious how to build a better workplace for neurodivergent employees, curious how best to access neurodivergent talent and curious how to support neurodivergent people to navigate independent, fulfilling careers.</p>
<p dir="ltr">Everyone in our business will be able to access the events, resources and networking opportunities that NiB provides. This will give our people who don&rsquo;t face those challenges faced by neurodivergent people at work the awareness and knowledge that will make a difference to their neurodivergent colleagues.&nbsp; It will also empower them to give our neurodivergent clients and candidates a better experience when working with us.&rdquo;</p>
<p dir="ltr">As Austin International joined NiB, their CEO, Dan, said: &ldquo;We are delighted that Austin International has become a founding member of NiB. It signals their commitment to ensuring a truly inclusive workplace and a desire to strive for the best in diversity and inclusion standards. We look forward to working with Austin International and all our members in delivering meaningful change for the neurodivergent across business.&rdquo;</p>
<h2 dir="ltr">Leading the way</h2>
<p dir="ltr">A selection of the forum&rsquo;s founding members include: Accenture; Amazon, ARM, AstraZeneca; Capita; Google Hiscox; IBM, Kimberly Clark; KPMG, Lloyds Banking Group; McDonalds, Metro Bank; NatWest; Network Rail; Openreach; Oracle; Orange; Rolls Royce plc; Sky; TalkTalk; The Open University; Unilever; Virgin Media/<a href="https://www.o2.co.uk/shop" target="_blank" rel="noopener"><u><strong>O2</strong></u></a>&nbsp;and many more.&nbsp;</p>
<p dir="ltr">NiB also has an array of close partnerships with leading organisations in the ND ecosystem including: Auticon; Ambitious about Autism; the ADHD Foundation; the British Dyslexia Association; Caudwell Children&rsquo;s Charity; Diversity and Ability (D&amp;A); DO-IT Profiler; Genius Within, Lexxic; National Autistic Society and many more.</p>
<p dir="ltr">We&rsquo;re proud to be part of this amazing initiative in fostering a culture where neurodivergent people are understood and form an invaluable part of our incredible business.&nbsp;</p>
<p>&nbsp;</p>

Ensuring greater workplace inclusion of the neurodivergent community

<p dir="ltr">Creating a culture of trust is no easy feat, but it's essential for building strong, high-performing and most importantly, happy teams. As a leader, it's your responsibility to set the tone and create an environment where your people feel comfortable voicing their thoughts, sharing their ideas, and being their authentic selves.</p>
<p dir="ltr">Amy, our Head of Performance Development, shed light on some invaluable best practices that can help foster a culture of trust within your organisation. From establishing open lines of communication to encouraging collaborative decision-making, Amy's insights provide practical guidance for leaders seeking to create a supportive and inclusive workplace. Discover her expert advice and learn how to cultivate an environment that empowers individuals to thrive. Read on to uncover the secrets to building trust and unlocking the full potential of your teams.</p>
<h2 dir="ltr"><span style="color: rgb(185, 106, 217);"><strong>Why creating a culture of trust is so important&nbsp;</strong></span></h2>
<p><br>Trust creates a magnet for attracting top-notch talent and keeping them around for the long haul. People want to be part of a company they can rely on and feel comfortable in, and trust cultivates a profound sense of belonging. When you've got that trust factor going on, people feel valued and respected, which unleashes their creativity and helps them thrive in their roles.</p>
<p>Not only is trust great for talent attraction and talent retention, but it&rsquo;s also a game-changer for you as a leader as it provides you with invaluable knowledge and insight into the emotions and well-being of your people. When trust is fostered, employees feel safe and comfortable expressing their thoughts, concerns, and challenges. This open communication channel allows you to tap into the collective wisdom of your team, gaining a deeper understanding of their needs, aspirations, and potential roadblocks. You&rsquo;ll be able to detect early signs of stress, dissatisfaction, or disengagement, empowering you to address these issues proactively. By having this pulse on your people's emotions, you can make informed decisions, implement supportive measures, and offer guidance that aligns with the team's well-being. Ultimately, a culture of trust gives leaders a powerful lens to comprehend and respond to the feelings of their people, fostering a harmonious and productive work environment.</p>
<p dir="ltr">&ldquo;Trust equals knowledge. If we have an environment and a culture of trust, it gives us insight into how our people are actually feeling and what our people are actually thinking. It supports our people to solve their problems. Ultimately, knowledge helps us to remove barriers that are stopping people from performing or from stopping people feeling a certain way. Most of the time when we're solving problems as leaders, we're really trying to find out the why and with a lack of information, we'll never be able to solve that problem.&rdquo; - Amy Williams, Head of Performance Development.</p>
<h2 dir="ltr"><span style="color: rgb(185, 106, 217);"><strong>How to create a culture of trust&nbsp;</strong></span></h2>
<p dir="ltr">&ldquo;I think that the three most easily accessible ways to create a culture of trust are to demonstrate the behaviours that you want to see from your people, enable collaboration, and similarly to the first point, reward the behaviours you want to see. Sometimes leadership can be extremely pressured and it can be tough to hear people's real thoughts and feelings, especially when you already feel like you've got the weight of the world on your shoulders. But I think it's about recognising that when someone comes to you and they are sharing feedback about what's bothering them, what they're seeing, what they're hearing, that might feel like a stressor for you, but actually, this is amazing behaviour and we should be rewarding it.&rdquo; - Amy.</p>
<h3 dir="ltr" role="presentation"><strong>1) DEMONSTRATE THE BEHAVIOURS YOU WANT TO SEE</strong></h3>
<p dir="ltr" role="presentation">Creating a culture of trust requires consistent effort, accompanied by intrinsic behaviours and beliefs that support this foundation. First and foremost, leaders must lead by example, demonstrating honesty, integrity, and transparency in their actions and communications. Building open lines of communication is vital, encouraging active listening and providing regular feedback to foster trust and understanding.</p>
<h3 dir="ltr" role="presentation"><strong>2) ENABLE COLLABORATION</strong></h3>
<p dir="ltr">Empowering your people to have a voice and contribute toward strategic decision-making allows individuals to feel valued and trusted. You can set the stage by promoting an environment where collaboration is not only encouraged but also celebrated. By breaking down silos and encouraging collaboration, diverse perspectives and expertise will fuel innovation and problem-solving. Creating opportunities for open dialogue and active participation means you can empower your people to share ideas, engage in constructive discussions, and co-create solutions.&nbsp;</p>
<h3 dir="ltr" role="presentation"><strong>3) SHOW YOUR APPRECIATION</strong></h3>
<p dir="ltr">In the journey of creating a culture of trust, one powerful tool at your disposal is the simple act of showing appreciation. When your people open up and share their honest feedback, it's an act of vulnerability that deserves recognition. Take a moment to express your gratitude for their courage and honesty. A heartfelt thank you can work wonders, making you more approachable and relatable as a leader. By acknowledging their contributions, you validate their voices and create an environment where trust can flourish. Your small act of appreciation can have a lasting impact, strengthening the bond between you and your people.​</p>
<h2 dir="ltr"><span style="color: rgb(185, 106, 217);"><strong>Creating a culture of trust in a flexible environment</strong></span></h2>
<p dir="ltr">As a leader, it&rsquo;s vital to create a culture of trust within a flexible environment. One key aspect is encouraging autonomy among your team, allowing them to take ownership of their work and make decisions within their areas of expertise. This not only empowers individuals but also fosters a sense of accountability and trust in their capabilities.</p>
<p dir="ltr">&ldquo;As human beings, we require autonomy to function and it drives that intrinsic motivation. A psychologically safe environment and an autonomous environment create that intrinsic motivation that we crave and strive for. Those that are intrinsically motivated as a result of being given autonomy are more likely to do their best work when nobody's watching, as opposed to doing their best work because somebody's there.&ldquo; - Amy.</p>
<p dir="ltr">Another important element is promoting a healthy work-life balance. Recognise the importance of personal well-being and support your team in maintaining a sustainable approach to their professional and personal lives. Show understanding and flexibility when it comes to accommodating individual needs and priorities. Additionally, remember the law of reciprocation. By demonstrating trust and respect towards your team, they are more likely to reciprocate and trust you in return. Be transparent, communicate openly, and fulfill your commitments to build a foundation of trust and mutual respect. By integrating these principles, you can create a culture of trust in a flexible environment, where team members feel valued, motivated, and supported.</p>
<p dir="ltr">&ldquo;The law of reciprocation tells us that when we receive something, we're more likely to give in exchange. So if I'm given trust, as a human being, I am more likely to respond with trusting behaviour. And that's where I think flexibility most of the time pays off.&rdquo; - Amy.</p>
<p dir="ltr">In conclusion, creating a culture of trust is crucial for building strong, high-performing teams. Trust attracts top talent, fosters a sense of belonging, and unleashes creativity. It provides valuable insight into the well-being of your team and enables proactive problem-solving. By leading with honesty, promoting collaboration, showing appreciation, and fostering a flexible environment, you can create a culture of trust where team members feel valued, motivated, and supported. Invest in trust, and watch your team thrive!</p>

How leaders can create a culture of trust

KEEP THE GOODNESS COMING!

<p>"Being a truly diverse company is not just a matter of having the right numbers on a spreadsheet; it is about creating a space where everyone can flourish, drive change, and innovate. We want to ensure that every employee feels a deep sense of belonging. We embrace different cultures, disabilities, races, ages, ideologies, genders, and religions. We are creating the future of Austin Fraser, our best future. Building a diverse culture is and will continue to be one of our main strengths in our Austin Fraser journey."</p>

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