Diversity & inclusion
Specialist recruitment done fairly.
Specialist recruitment can quietly become exclusive recruitment if you let it — the same networks, the same conversations, the same kinds of people moving between the same kinds of companies. We work against that on purpose. This page sets out how.
Travel Tech Talent is committed to treating every candidate and every client with respect, and to running a recruitment process free from discrimination on the basis of race, ethnicity, gender, age, religion, disability, sexual orientation, socioeconomic background or any other characteristic protected by law.
That's the baseline. The harder work — and the more useful work — is in the operational detail of how we screen, who gets seen and what we change when we notice a pattern we don't like.
How we work
Six things we actually do.
Inclusive language in job adverts.
We rewrite job specs to remove gendered language and to strip out 'requirements' that aren't actually requirements — degree gates, years-of-experience inflation, must-have skills that are actually nice-to-haves. The wording of an advert decides who applies.
Structured screening calls.
Every candidate we put forward goes through the same screening conversation, scored against the same criteria. We don't run a different process for candidates from networks we already know well.
Consistent interview support.
Candidate prep is offered to everyone we put forward — not just the ones we think are most likely to land. That matters because under-represented candidates often have less access to the informal interview-prep networks that more-represented candidates take for granted.
Bias-checked shortlists.
Before a shortlist goes to a client, we check it against the brief, not against a default mental image of who 'looks right' for the role. If the shortlist is monocultural and the brief didn't require it, we go back to outreach.
Adjustments without friction.
Candidates can request accommodations — for disabilities, neurodivergence, caring responsibilities, anything — at any stage of the process. We don't gate this behind disclosure rules. Email info@traveltechtalent.com and we'll work out what's needed.
Honest feedback to everyone.
Every candidate gets feedback after every interview, including the ones who don't progress. That's a fairness baseline as much as a courtesy.
Being honest
What we don't do.
We don't claim things we can't show.
Plenty of recruiters publish a diversity statement and don't follow it. Where we can't demonstrate something operationally, we don't claim it.
We don't out candidates.
No client gets demographic information about a candidate unless the candidate has chosen to share it themselves and it's relevant to the role.
We don't pretend representation is the only measure.
A shortlist that looks diverse on paper but doesn't include candidates who can actually do the role isn't progress. Bias-free screening is the goal, not optics.
Questions, feedback or something we should be doing better?
Email info@traveltechtalent.com. We read everything, and the process improves when people tell us where it falls short.