Reports & Guides

This eBook will share with you some top techniques and best practices to ensure you have a comprehensive and robust strategy to win the war for talent for your organisation.

Transport and infrastructure companies have often had a lack of female representation within the workplace, particularly at an executive level. But in recent years many companies have taken strides to improve gender diversity in senior level positions. In the following report, we revisit our research to see how far we have come in the last year.

The 2016 Hampton-Alexander Review had a target for a third of FTSE 350 board and executive positions to be filled by women by the end of 2020. This target was met.

The 2016 Hampton-Alexander Review stated that a third of FTSE 350 board and executive positions should be filled by women by the end of 2020.

As a Hiring Manager you are evaluated based on your ability to attract and land the top talent that
exists in your industry. Regardless of what employment statistics tell us or what economic factors and
trends we experience.

In 2016 our first report on gender diversity in the boardrooms of the top Transport and Infrastructure companies proved hugely popular. Three years on this report looks into what progress has been made since. The case for boardroom diversity has never been more urgent.

Competency based interviews, also known as situational or behavioural interviews, are a style of interview designed to allow you to discuss a situation where you previously faced a particular type of challenge or situation, and how you approached solving that problem.