Change lives by
building a culture where
everyone belongs

At PageGroup, inclusion is at the heart of our culture, which puts our people first. We are proud of our reputation as an inclusive employer and committed to promoting ethical processes and behaviours for our customers and society as a whole.

At PageGroup, we have created an inclusive culture of trust and compassion and a working environment where all our people feel valued, have a voice, are heard, belong, feel comfortable being themselves, and can thrive. We have the following DE&I pillars where employees are actively engaged through workshops and activities.

Ability@Page
Creating barrier-free opportunities for everyone to reach their potential

Families@Page
A flexible and welcoming workplace for parents and carers

Pride@Page
Where everyone can be their true self regardless of sexual orientation or gender identity

Unity@Page
Where a multicultural workforce thrives

Women@Page
Driving equality and fair opportunities for success regardless of gender

Michael Page Hong Kong is signatories to the Racial Diversity & Inclusion Charter, drawn up by the Equal Opportunities Commission. The Charter promotes equal opportunities in employment for racial minorities and encourages racial diversity in the workplace. We are signatories to the Equal Love Hong Kong, an initiative led by Hong Kong LGBT+ Attorneys Network, Pink Alliance, Hong Kong Marriage Equality, Hong Kong LGBT+ Interbank Forum and Community Business, to show support for legal recognition of same-sex relationship in Hong Kong. These efforts aim to create a more inclusive workplace culture and society, where people from all walks of life, regardless of their backgrounds, have an equal opportunity to thrive and succeed.

As recognition for our DE&I efforts, we have become the first professional recruitment firm to achieve the Clear Assured Platinum Inclusion Standard.

Created by The Clear Company, an award-winning diversity, equity, and inclusion (DEI) consultancy based in the UK, this inclusion standard is an accreditation awarded to organisations that have fully integrated equity, diversity, and inclusion into all aspects of their operations.

Recruiters are critical in ensuring fair hiring practices, allowing businesses to establish legally compliant and equitable procedures, while attracting top talent. At PageGroup, comprehensive training is mandatory for recruitment consultants to reduce bias, creating inclusive job descriptions, shortlists, and interviewing practices. We offer all candidates reasonable accommodations at each step of the hiring process.

We specifically source for Professionals, Managers and Executives (PME candidates) from all career backgrounds and level of experience:

• Career stages: Undergraduates, early career/fresh graduates, mid-career professionals
• Key functions: Banking and Finance, Analytics, Computer Science, Information technology, Sustainability & ESG, Engineering & Manufacturing, Digital, HR, Marketing/Agency
• Key skill sets: Data Analytics, Research & Development, Program/Project Management, Communications, Relationship Management

We work with organisations committed to inclusive hiring. No matter how well-versed companies are about making the workplace more inclusive, our experts will be able to advise organisations on the necessary resources, culture and environment required to nurture talents, and allowing them to excel

Diversity, equity, and inclusion (DE&I) is crucial for any workplace. When coupled with an inclusive culture, a diverse workforce fosters creativity, innovation, and problem-solving.

A study conducted by McKinsey & Company found that companies in the top quartile for racial and ethnic diversity were 35% more likely to have financial returns above their respective national industry medians.

Additionally, employees from diverse backgrounds bring different perspectives and experiences that can lead to new and better ideas. DE&I policies also promote fairness and equity within the workplace, ensuring all employees are given equal opportunities to succeed. This can improve employee satisfaction and loyalty, resulting in lower turnover rates and higher productivity.

Furthermore, having a workplace culture that values diversity and inclusion can help attract and retain top talent, as employees are more likely to want to work for a company that aligns with their values and beliefs. Job seekers increasingly place more importance on a diverse workforce when considering job offers.

In fact, 63% of respondents in Hong Kong have asked or will consider asking about a company’s DE&I policy at job interviews, as reported in our Talent Trends 2022 survey report.

Overall, having diversity, equity, and inclusion in the workplace is not only the right thing to do, but it makes good business sense. It can lead to improved creativity and innovation, higher employee satisfaction and loyalty, and the ability to attract and retain top talent.

A company can start implementing DE&I policies by conducting a DE&I assessment to understand where they currently stand and identify areas for improvement. The evaluation can help the company set goals and create a plan for implementing DE&I policies. The company can also establish a DE&I committee or task force to oversee the implementation and ensure progress.

While there aren’t fixed steps to follow, there are some strategies companies can use to begin implementing diversity, equity, and inclusion (DE&I) policies into their organisation. The strategies include and are not limited to:

• Set DE&I goals: Give each business unit leader formal accountability for achieving DE&I results in their part of the business. For instance, diversity results that focus on representation.
• Integrate DE&I into crucial talent management processes: Embed DE&I into key talent management processes such as recruiting, performance management, and succession planning.
• Train leaders and employees on DE&I: Provide training and development programmes to help leaders and employees develop the skills and mindset needed to work effectively in a diverse environment.
• Foster a culture of psychological safety: Foster a culture of psychological safety by creating an environment where all employees feel valued, included and respected, and where diverse perspectives are encouraged and celebrated.

Reach out to our recruitment experts to find out more.

If a company already has existing DE&I policies, there are several ways to improve them. One approach to improve on them is to ensure that they are effective. You can find out the effectiveness by measuring employee sentiment to track inclusion efforts.

Another way to improve existing policies is to provide regular training and education on diversity, equity, and inclusion. This can help ensure that employees understand the importance of such policies.

It is also vital for companies to regularly review and update their diversity, equity, and inclusion policies to ensure they remain relevant and effective.

Overall, improving diversity, equity, and inclusion policies requires ongoing effort and commitment from the top leadership of the organisation. By measuring employee sentiment, providing training and education, and regularly reviewing and updating policies, companies can create a more inclusive and welcoming workplace for all employees.

This requires a thoughtful and comprehensive approach that involves gathering employee feedback and tracking progress over time. By doing so, organisations can identify areas for improvement and take action to create a more inclusive workplace. There are several methods that organisations can use to measure diversity, equity and inclusion policies in the workplace, such as:

To measure and track employee sentiment

• Employee surveys and focus groups: Anonymous surveys are effective for gathering employee feedback that enables organisations to identify areas that require improvement, while focus groups also provide valuable insights and allow for more open-ended discussions, which can yield in-depth feedback.
• Demographic data: Collect demographic data about the workforce can help organisations identify areas of underrepresentation and track progress in achieving diversity and inclusion goals.
• Exit interviews: Conduct exit interviews with departing employees can provide valuable feedback on why they are leaving the organisation and any issues related to diversity and inclusion.

To measure diversity efforts

• Hold leaders accountable: Create a DE&I scorecard for leadership teams and make DE&I hiring a key performance indicator. Companies can also evaluate their hiring practises such as having a diverse interview panel, and review how managers mentor and develop diverse talent.
• Develop representation metrics: Companies can start by looking at the attrition rate of women vs. the rate of men, and between different ethnic groups to help them identify the departments that require more attention.

For more details, do reach out to our experts for further advice.

PageGroup supports our candidates in finding meaningful employment with our clients through a candidate-centric recruitment lifecycle designed to maximise the employability of PwD talents while meeting their support needs. A step-by-step candidacy walk-through includes:

1. Profiling: During the initial stage, it is important to understand the candidate’s motivations and preferences, strengths and weaknesses, and most importantly, their support needs.
2. CV Preparation: Depending on how ready the candidate’s CV is, we provide 1-on-1 coaching on how candidates can improve, tailor and format their CVs to the job they want to apply for.
3. Interview: We offer pre-interview preparation to help anticipate common interview questions, and identify key strengths to highlight during the candidate’s job interview.
4. Job Offer: We provide advice and guidance on job offer package details, ensuring that candidates receive the compensation and benefits that align with their qualifications and expectations. This also includes liaising with job coaches and occupational therapists to identify any necessary readjustments, such as job redesigning, flexible work arrangements and work accessibility.
5. Post Placement: We help ensure that candidates are onboarded smoothly by having regular cadences with the candidate and the hiring manager for the first eight weeks of job placement.