We are being flooded with hashtags reminding us that the world is unequal – that people in power take advantage of weaker people, male and female. The debate is strong and multifaceted and, currently, it’s opened up in film, entertainment, fashion, media and politics. We know it’s everywhere, so it must be present within the market research sector.

Recently, the MRS has taken a strong position on the issue of diversity, and groups are being set up to tackle this issue in our sector. This is to be applauded; market research fares better than many of our marcomms relations, but there are still gaps in equal pay and inclusion that we can address in practical terms.

Equal pay is a particular issue and, rather than wait for the public embarrassment that the BBC has faced, make the change now. Companies of more than 250 people must now declare their gender pay gaps annually. This will apply to many of the big players in the market research sector, so companies should address the issue now rather than risk unmotivated and dissatisfied staff.

It’s important to note that equal pay isn’t just a gender issue – it doesn’t just apply to men and women, but also to graduates and non-graduates. Everyone in your organisation should be paid equally for the work they do – equal pay for equal work. 

Create pay bands for positions and communicate these at early stages of the recruitment process. You don’t need to know a current salary for a candidate; they need to know the pay band and, if it matches their requirements, then they can apply.

We can take positive steps towards removing bias in the recruitment/hiring process. Eventually, that will lead to a more diverse workforce that truly represents the society in which we live and, in turn, lead to better outputs for your clients. 

There are specific things you can do as hiring managers. Language is key in both written and verbal communications. Check your job descriptions, job adverts, internal comms on vacancies – are they gender-neutral?

When you review CVs, are you screening on degrees? There have been several cases recently where companies – by actively opening up to non-graduates – have hired from a more diverse talent pool.

When you interview candidates, are you selecting a mixed panel? If you want to encourage diversity, show it at these early stages and make sure the prospective candidate can see that your diversity policy is practised.

When you make an offer to a candidate, propose the salary that the job deserves, not one based on their current salary. Each role should have a pay band and that’s where you need to make your offer – it’s fair.

Talk about it in your business at all levels, and make sure it forms part of your day-to-day conversation, and you will have a happier, healthier and more diverse business.

Sinead Hasson is founder and managing director of recruitment consultancy Hasson Associates