Our people are our most important asset, and world-class client service goes hand in hand with that. By bringing together the widest range of perspectives, backgrounds and ideas, we strive to set a positive example for diversity, equity, inclusion and belonging – and help more people see opportunities, and create them.
The future is full of possibility. The best way to embrace the challenges and opportunities ahead is to bring together the most diverse perspectives and the freshest, most original ideas.
When you join CMS, you’ll be an integral part of the team. Your views will be respected and your ideas will be heard. Most importantly, from the moment you first apply and at every stage of your journey with us, we’ll encourage and empower you to be yourself.
We use contextual recruitment to reflect the context in which someone's academic results were achieved, and all our hiring managers are briefed on unconscious bias. We brief recruitment agencies about our expectations, and our internal Talent Acquisition and HR Teams are incredibly diverse themselves.
By engaging with our Employee Resource Groups and continuously updating our policies based on their feedback, we ensure that our approach to creating a supportive and inclusive working environment remains relevant and impactful. We've launched a 'Time Out! No questions asked' scheme, which allows employees to take up to four weeks of unpaid leave for any reason. We are also signatories to the Halo Code, the UK's first Black Hair code that explicitly protects employees who come to work with natural hair and protective hairstyles associated with their racial, ethnic, and cultural identities.
We want our working environment to work for everybody, so we offer flexible, agile working empowered by versatile technology. Meanwhile, blind work allocation ensures everyone has the same opportunities to progress, and any award or promotion shortlists are reviewed by diverse panels.
We capture and analyse our diversity data at various stages of the Employee Life Cycle, focusing on recruitment, retention, and promotion. We also ask job applicants to share their diversity data so we can address any barriers to diversity. This approach helps us identify trends, monitor progress and measure impact, building the momentum required to create a diverse and inclusive culture in all our teams.
