We recognized that in order to compete and attract more talent into GHJ, we had to make a change from the traditional norms of recruiting and take a more diverse approach.

Recruiting employees from diverse backgrounds can create a competitive advantage, with increased collaboration and ability to offer more options for employees. This is particularly relevant to matching the needs of individuals to the firm’s approach to recruiting.

Our Firm’s makeup is already fairly diverse and inclusive with employees from around the world and over 50-percent female employees.

As a continued commitment to creating a diverse workplace, GHJ provides all our hiring managers with Unconscious Bias Training to eliminate any bias that may take place during the recruiting process.

In addition, we have been working with the “Mom’s Project” in order to hire more part-time remote workers, increasing our reach and at the same time benefiting from being able to attract talented women who wish to return to work part-time and/or work 100-percent remote. Using technology, these employees are still able to collaborate with their colleagues based at either a client site or in the office.

GHJ already has a culturally diverse work environment, and we encourage all our teams to make referrals as a part of our strategy to continue to increase the diversity of our organization.

Tom Barry