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We build insights into how to nurture individual talents, without scrapping or engaging without consent.
HCM SaaS Integrated
Our enterprise technology integrates into your existing HCM / ATS technology.
We use diversity data, not to screen & sort but to engage & nurture.
The Context Factory has undertaken many MVP trials .
After collecting overtly consensual #DiversityData in Europe, USA & Asia, we have already made (globally 100% unique to us) findings such as on average, female talent will spend:
An example of findings, our focus is not just gender ;-)
Systemic injustice is present in too much hiring technology, improving bias in assessment is too late in the process. You cannot assess those who do not apply, you cannot interview an empty chair.
- An overview of our innovation
We use digital identity to create a unique hiring platform for each talent.
Our technology focuses ethical machine learning into a platform that assists talent to explore opportunities that even they may consider to be beyond their reach.
Our purpose is to find what aspects from trials have assisted greater progress from talents of specific areas of diversity to create better universal design for all. Such as:
● Seeing the hiring decision at the very start of the hiring process. ● Being connected with the optimum employee who resonates with you. ● A personalised curation of homes, schools, work life integration to support a move.● Assurance there is no automated selection or quick 'call to action' sell messaging.
Our mission is to optimise virtual environments to level up who is encouraged to reach their full potential.
5) Achieve gender equality and empower all women and girls 8) Promote sustained, inclusive and sustainable economic growth 9) Build resilient infrastructure, promote inclusive innovation 10) Reduce inequality within and among countries 17) Strengthen partnerships for sustainable development
- Join Us.
Can it be done 100% virtually, what do you need from us?
Yes much of diversity and inclusion has been about physical events, initiatives and the work of ERG's . Our focus has always been about how your culture operates online. We copy and reuse parts of your content lakes, we do operate from your social media accounts.
Does the trial commit us to purchase software?
No a trial is a stand alone project of value, funded by us and the clients we work with capped at less than the recurring cost of an average recruitment agency hire.
What are the deliverables of a trial?
Each trial enables a client to collect data on a diversity goal that is critical to them. This can inform diversity initiatives or build an investment case for progressing with us.
What happens in a trial review?
We hold a virtual workshop to present findings and examine the evidence of:Diversity audit on 'As-Is' employee branding.Diversity data insights for new messaging.Value of recruiting from outside TA team.Increase in response of diversity talent*
Diversity report made for TA - D&I team to share with colleagues.
*talent that joins a client via a trial does so at no cost from us, we are not acting as an agency,
Could the diversity data assist our branding?
Each project will give a client data on any specific area of diversity they want to make more tech enabled and bring real and focused data to their employer branding messaging.
Why does talent help us create #DiversityData?
We are 100% honest that algorithms are opinions based in code and we want theirs. The coloration of opinion in a client's content and diversity's response to it seeks to optimise bias, you cannot remove it.
Will you integrate into our HCM /ATS?
Our initial focus is on the major HCM / ATS systems such as SAP, IBM, Workday, ICIMS & Oracle. We are open to working with clients on other ATS /HCM systems but need to be upfront on integration costs before conducting a trial.
How do you manage GDPRS?
We do not retain any non anonymized information, we seek and constantly check on having consent, have privacy engineered by design and enable talent to 100% remove themselves with one simple click.
Do we plan to become a HCM /ATS.
No. We like being able to widen the scope of who might join a system. Our focus is on how best to engage enterprise software to keep on opening doors.
The status quo is that companies are speaking to talent based on the 'group' we think they might be in, described by them often as: ● Female ● Black / BAME● LGBTQ ● Autism at work● Veteran ● Latino ● Disability ● Asian
- Contact Form
You know how accessible your building is, what about your virtual space?
Feel free to contact us to learn more about using diversity data:
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