Since 2017 when Cpl established the first LGBTQ+ committee in Ireland’s recruitment agency sector. Cpl’s DEI strategy involves various measures, including internal surveys, partnerships with organisations like the Irish Centre for Diversity, and the integration of Sustainable Development Goals (SDGs) into their vision. They emphasise education and awareness, offering a wide range of DEI-related training and events. The company’s “Be Proud Cafés” serve as platforms for open discussions on DEI topics. Cpl also partners with various organisations to support marginalised groups and foster a more inclusive workplace culture. I interview Niamh O’Connor to discuss Cpl’s strategy, the effectiveness of their DEI initiatives is measured through surveys, attendance tracking, and feedback mechanisms. The article includes testimonials from employees benefiting from Cpl’s DEI programs and lists the awards and recognitions received for their efforts in promoting diversity and inclusion. Finally, it mentions other organisations in Ireland admired by Cpl for their DEI efforts and explains the composition of Cpl’s employment groups and how they align with their 6 key pillars in DEI.

1. What is the organisation’s background?

Cpl is a global provider of talent solutions, including specialist recruitment, managed services, outsourcing and strategic talent advisory services through Cpl’s The Future of Work Institute. We have just over 1,100 internal employees and approx. 13,000 contingent workers working across multiple clients. We have over 2 million candidates in our database. We receive on average 30,000 candidate applications monthly with approx. 700 specialist recruiters who play a key role sourcing and deploying talent for our 4000+ clients.  Cpl’s vision is to be the world’s best at transforming our clients through sustainable total talent solutions & experiences. 

2. Can you give an overview of Cpl’s Diversity Equity and Inclusion (DEI) initiatives and explain why DEI is so important to Cpl?

Our strategy was a couple of years in the making, and it started formally back in 2017 when we were the first recruitment agency in Ireland to set up a LGBTQ+ committee. We ran our own internal DEI diagnostic, and we called this The Cpl Sense of Us Survey as it was an anonymous version similar to the census. At the time we got over 500 responses and we learned so much from this. We learned the % of our colleagues that were part of the LGBTQ+ community, % who had a disability, % of Parents and Carers and so much more.  From there we created our 6 pillars and began to build out some initiatives, programmes, and policies. We continued this approach for a year or so and then we got involved with the Irish Centre for Diversity and that provided a beneficial framework for us to follow in order to make sense of everything that we were doing. But to get to where our Strategy and 2024 Action plan is today there has been a lot of influence. Our strategy had input from our CEO, Exec Team, DEI committee and our employees through the forum of our Be Proud Cafés.

Our vision as mentioned above includes Sustainable and it is “to be the world’s best at transforming our clients through sustainable total talent solutions and experiences”. It was updated in late 2022 to demonstrate our commitment to ESG. Under DEI we have committed to 5 SDG goals & we are publicly accountable for our commitments as it is in the public domain. 4 of our SDG goals are linked to DEI. And they are: Decent Work and Economic Growth, Reduced Inequalities, Good Health and Well-Being and Quality Education.

Our strategy focuses on creating a truly inclusive workplace, building competency within the leadership team and our employees to advocate inclusive behaviours. It also establishes processes to attract, develop and retain diverse talent and build a partner diversity programme that offers real opportunities to those from marginalised backgrounds and push the DEI agenda to our Suppliers.

Education and creating awareness are at the core of our strategy. Cpl plays a key role in finding and deploying diverse talent and to do this, we have a responsibility to educate and equip our people with their understanding of DEI to better our culture, aid our clients & candidates and the communities in which we operate in.

3. What training or education opportunities does Cpl Ireland provide to employees regarding DEI?

We have a wide range of training for DEI, some of which are mandatory others are optional. The trainings we offer are continuously evolving and are listed below but to ensure further accountability of our people everyone has a performance Management objective which is:

Play your part in making Cpl a Diverse, Equitable and Inclusive workplace for all by: Attending/completing a minimum of 2 DEI related training.

• Attending and contributing to a minimum of 3 Events/Webinars/Be Proud Cafés related to Diversity/Equity & Inclusion/Wellbeing.

• Using at least 4 hours/half day of their 2 Days paid volunteering time off for a charitable cause.

• Attending/completing a minimum of 2 DEI related training.

Training: Diversity Inclusive Leadership, Inclusive Language, Inclusive Recruitment, Unconscious Bias, Disability Awareness, Disclosure & Support, LGBT101, Menopause, Mental Health Champion Training, Mental Health & Stigma, Let’s Talk about Menopause and much more.

4. Can you tell me more about Cpl’s Be Proud Cafe’s? How did the initiative come about and what has it become now?

Our BeProud Cafes have been revolutionary to our culture and understanding of all things relating to DEI. Our Be Proud Cafés are our innovative, simple but essential part of embedding our strategy. They have been held on a wide range of DEI Topics. Each Calendar invite includes a description of what the topic up for discussion is (Some examples include: Menopause, Disabilities/Accessibility/Cultural awareness/LGBTQ/Parents/Carers). The cafés are hosted by employees who are knowledgeable or passionate about a topic. Some probing questions are selected to get conversations started. For some follow-on Cafe’s, we invite external speakers. A live doc is shared for people to have suggestions captured. The goal of the cafés is to foster and encourage discussion, education and awareness on DEI topics that are of importance to our people. By hosting the cafés and adding the invite to everyone’s diary, all employees are aware and are welcome to get involved in DEI discussions. The magic of these cafes is felt from hearing one another’s stories. The discussions have helped shape our overall DEI strategy and 2024 action plan.  It allows people to get involved in DEI topics without having to join an ENG. The goal of this initiative was decided by our DEI committee which is comprised of 40+ people from across Cpl.

5. Can you tell me more about the partnerships that Cpl has that support different groups to enable a more inclusive workplace?

We have a wide range of partnerships which span across a range of DEI topics. Some of our Partnerships include Open Doors, TCPID, Vision Ireland, South Side Travellers Action Group, INSPIRE Mentoring, Business in the Community and we are continuously looking to expand on these partnerships. We soon will be supporting Open Doors Fresh Start Programme which aims to help people with previous convictions back into employment and we are in discussions with APNI and other organisations. We also will partner with various charities for internal initiatives or for fundraising.

We help these organisations in many ways from financial contribution, mentoring, CV & Interview preparation, internships, training & workshops, equipment and much more. We find that working with the organisations we have mentioned benefits our company so many ways such as providing access to untapped talent pools, it adds meaning and purpose to our employees’ roles, and we are always learning by working with such great organisations.

6. How does Cpl ensure that its workplace culture is inclusive and welcoming to individuals from diverse backgrounds?

Training is the short answer and ongoing awareness and initiatives and events. We have tried to embed DEI awareness. It is in our monthly CEO updates, our Board Report, our Performance Management, our Volunteering Time off, our newsletters, our cafes. It’s in our cultural DNA. Underpinning everything that we do is our values, one which is Respect. We do lots of different things to positively reinforce our values and the importance of them. To ensure we keep on track we run regular pulse surveys and annual surveys about inclusion. We are extremely proud that our inclusion average is at 95%.

7. How does Cpl measure its DEI initiatives effectiveness? How do you know what is working and what’s not?

We do this in lots of ways and some measurements are simple as tracking attendance to our training and events and the feedback we gather after each session. I mentioned previously our inclusion scores, this is an annual benchmark we can assess ourselves against and we also have some targets we have published in our annual Sustainability Report which we hold ourselves accountable too. For us another great measure is our Bi-annual Cpl Sense of us Survey, the response rate and the findings we get from this. We are actively working on DEI data collection and have recently worked with a client to capture DEI data at all stages of the Recruitment Process. This is an example of how we will be able to tangibly assess DEI in recruiting. We are excited to see this evolve.

8. Can you share any success stories or testimonials from employees who have benefited from CPL Ireland’s DEI programs?

Here are 4 approved ones we have 1 from TCPID and Mei Lin and also our Colleagues Clodagh Darcy & Glen Murphy

Number 1

Cpl has been a business partner of the Trinity Centre for People with Intellectual Disabilities (TCPID) since 2016. In the 7 years that we have worked together, the Cpl team have provided hugely valuable financial and practical support for the TCPID. Our collaborations to date have included training workshops for our students, paid graduate internship roles, and three permanent roles for our graduates. One of our main goals in the TCPID, in addition to our educational programme, is to work with business partners to help create greater opportunities for meaningful employment and a greater sense of inclusion and belonging within society for people of all abilities. Cpl have the same goals and have created incredibly positive opportunities for people with different abilities within their own organisation.

One of the very first things that Cpl wanted to do as a TCPID Business Partner was to offer an internship to one of our graduates. This graduate was welcomed into the Cpl team and given the opportunity to grow and develop with careful mentoring from colleagues. Following the success of this first internship, Cpl have since offered roles to two other graduates, each tailored to the specific individual skills of the individual. Both of these internships have since converted into permanent roles.

In addition to the internships, Cpl have also designed and delivered workshops for our students, to help them with the essential skills for finding employment. The skills explored in the workshops included CV development, preparing for interviews and looking for employment. We are in the process of planning for some additional Cpl workshops for our students over the coming months.

Cpl are true champions of real and meaningful inclusion. They have welcomed our students and our graduates into their offices for workshops and for employment. They have transformed the lives of three of our graduates by offering them the opportunity to become permanent members of the Cpl team. One of the most impactful aspects of the permanent roles is that the three graduates have been supported to further develop within their roles and to continue to learn and to develop their skills and their career ambitions.

It has been an absolute privilege to work with the team in Cpl and to see their true passion for diversity and inclusion. It is important to highlight Niamh O’Connor and Sharon Vize in particular as they have championed and nurtured the partnership with the TCPID since day one. They have created an environment for our graduates to grow and to thrive within their incredible team. It is a real joy to continue to build the partnership with them. – Marie Devitt, Pathways Coordinator,

Number 2

I was originally hired as a HR intern, progressed to be a HR Assistant and was promoted to be a Senior HR Assistant in 2021 and I l absolutely love it, feeling that inclusion for me is so important. I have a purpose and a passion however It was not long ago when I was finishing up a fixed term contract with no prospects, opportunities, drive or passion. My job in Cpl is very clearly defined. I belong to a team, and I work in an environment that allows me to reach my full potential.

As a person with an intellectual disability, I am aware that when we dream big and others dream big for us then we can achieve our potential. Having a job makes me feel accepted and included and a fully-fledged adult who can contribute to society.

When I think back to when I started with Cpl, I was invited to attend and found it all very exciting and I was delighted to be part of it. As a woman with an intellectual disability, inclusivity, and acceptance of diversity in the workplace are important issues and Cpl is accepting and supportive. All of the little things helped me to be successful. I feel very spoiled by the wonderful treatment that I have received. Mei Lin Yap, Senior HR Assistant.

Number 3

“In Cpl, Diversity Equality and Inclusion aren’t just buzzwords, they are part of the secret to our overall success.

Cpl’s commitment to these principles is second to none in my opinion. I have been working in Cpl for a number of years now and am delighted to see the work being done in this area. Imagine having a bigger, more diverse pool of talented candidates to choose from. That’s what we are increasingly more able to offer our clients with like-minded policies. Different backgrounds and ideas mean better matches and more creative solutions overall. 

I see first-hand how Cpl’s dedication to DEI initiatives like the BeProud cafes, the LGBTQI+ subcommittee, the Neurodiversity subcommittees and constant innovative and new initiatives with organisations like epic, inspire etc are raising the DEI profile and need for a more inclusive workforce, and what our part in that role looks like. Nothing is off the table, and everything is discussed. This is how change happens and at Cpl I’m delighted to see this happen day to day. I’m seeing firsthand how Cpl’s dedication to Diversity, Equality and Inclusive has a ripple effect benefiting not only our internal team but also helping us push out this message to our clients and the broader community. 

The future at Cpl is very exciting in this area and I’m proud to be with an organisation that has DEI at the top of it’s agenda”. 

Clodagh Darcy, Principal Recruitment Consultant – Science and Engineering

“Well done all, thank you for sharing your stories. This is what makes Cpl an incredible place to work, because we all have our stories, but we all support one other through it all! Wonderful café, thanks for organising it, it has really opened the fl­ood gates, but it’s okay to cry as this allows the pain to release and for us to grow in strength and be grateful for things in life. Remember all, that you are not alone” Glen Murphy, Team Lead, IT Operations

9. What notable recognitions, awards, certifications, or media acknowledgments have Cpl’s DEI initiatives received in recent years?

·   Gold Investors in Diversity EDI Mark – Irish Centre for Diversity

·   Winner of Company of The Year- National Diversity & Inclusion Awards 2023

·   Winner of Diversity, Equity, and Inclusion Award – Business & Finance Irish Business Awards 2023

·   Winner of Cpl – Best Diversity, Equality & Inclusion Strategy 2023 – Employment and Recruitment Federation

·       Winner of ESG Award for ‘Diversity, Equality & Inclusion Initiative’ 2022

·   Recognised as a Best Place To Work for Women for 5 Years in a row (2019-2024)

·       Finalist 2 years in a row 2023 &2024 for CIPD Awards for Inclusion & Diversity

·   Finalist in the Diversity in Tech Awards for Diverse Company of the Year & Disability Inclusion Finalist in the HR Leadership Award for Best Workplace Diversity Strategy

·   Finalist in the Chamber Ireland Awards for Cpl’s BeProud Cafes fostering a culture of awareness and inclusion in Diversity, Inclusion & Equity.

10. Apart from Cpl, are there any other organisations in Ireland that you or Cpl admire or support for their efforts in fostering diversity and inclusion?

There are so many and often you only get to see or hear about what organisations are doing award ceremonies or on LinkedIn. I do admire all the companies that have attained the Gold EDI Mark from the Irish Centre for Diversity as it is a very robust process. The public sector is making great strides with organisations like Public Jobs Irish Rail, IDA, An Post, Central Bank all doing great things. In the private sector I’ve seen great things by Bank of Ireland, PTSB, Grand Thorton, EY, Woodies and Mr. Price. That is only a snap shot of so many organisations that I know are doing brilliant things. I really love how the people operating in the DEI roles in these organisations are so open and willing to share best practice. Collectively we can all ensure that we our doing our best to make a more inclusive Ireland especially in our workplaces. Afterall, we are all more alike than we are different!