Our DE&I Policy
Sphere is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination. The aim is for our agency to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.
Sphere is an equal opportunities employer. We encourage applications regardless of ethnic origin, race, religious beliefs, age, disability, gender or sexual orientation, and any other protected status as required by applicable law.
How we can support your business
A simple one page plan made bespoke to your company's aims
After a call with our team, we can consult with you and put together a proposal for internal processes and how we can support your hiring.
We increasingly work with clients in new ways to drive their own diverse and inclusive hiring plans. This ranges from submitting anonymised CVs, sourcing for traditionally graduate roles from a more diverse talent pool (focusing on junior candidates who have not gone to university but who have the right aptitude for a role) and creating shortlists that represent people equally from a variety of minority backgrounds.
We do not operate in a one-size-fits-all approach as every business is different, as such, we want to better understand you, your business and your aims, before putting together a plan of how we can support you.
Questionnaire
We can provide a template for collecting equal opportunity data and a survey on inclusion that is tailored to the information you’re looking to find
Access to new talent pools
Sphere is working with external partners who have access to diverse communities, as well as engaging with universities, schools and charities.
We train our consultants to write job specs and adverts that are inclusive and focus on the requirements of the role, not culture fits and this applies to our internal hiring also.
We can make Introductions to people who are specialists in D&I
Sphere have contacts with Creative Equals, Media Trust and diverse speakers and we look to use these contacts to support businesses. Our partners help us better understand how we can play an active role in sourcing and championing diverse talent for the media and digital industry.
We are committed to providing support in any way we can and on any hiring briefs that we receive
We are the experts in recruitment and whatever your goals are, we will tailor our approach to give you the best service possible and access to top-tier talent
Diversity isn’t a tickbox
Diversity and inclusion (D&I) or Diversity, equity and inclusion (DE&I) has become progressively more important to the direction of many businesses as they try to greater reflect the society we live in.
D&I is more than a set of statements policies, programs, or headcounts. Equitable employers outperform their competitors by respecting the unique needs, perspectives and potential of all their team members. Results show that diverse, equitable and inclusive workplaces earn deeper trust and more commitment from their employees.
DEI Champions
In 2021, Sphere were shortlisted by LinkedIn at their Talent Awards as one of 3 agencies nominated as Diversity & Inclusion Champions - an award that is purely based on data collected by LinkedIn’s platform. We were nominated because we truly believe that the most successful businesses reflect the society we live in. We were in esteemed company alongside Michael Page, and Randstad (two companies with a multibillion-pound annual t/o).
We have a clear DEI policy on our website and we worked with a DEI consultancy to produce our policy for both internal and external use.
Join us for in-depth conversations into diversity and inclusion
The Life in Digital podcast delves into the lives and businesses of those working in the digital sector. We're understanding the makeup of the industry and what is driving change: from diversity and inclusion to retaining the best talent, we're hearing from the leaders in the space about what the future looks like.
A genuine authenticity to change and companies need to be willing to take the hood off about what some of the challenges are
