In our retail business, a heavily online biased approach to recruitment has helped give us access to a far wider and more diverse range of candidates than was previously possible.

All of our vacancies are now advertised online, with full provision for minicom applications for those with hearing impairments and 'scaleable' pages for candidates who use visual enhancement or text size increase software.

For our roles in customer services in particular, we provide a range of application methods to ensure no candidates are precluded from applying. The online job boards we use have been measured as reaching the widest possible cross section of ethnic groups, and this is also recognised as a preferred route to employment for candidates who class themselves as 'non-white British'. These sites don't carry editorial features or represent the views of any political or socio-economic group. To support our online activity, we frequently use local radio advertising, as potential candidates who listen to local radio span a much wider range of ages, whilst ambient media such as buses and trams reach all sectors of our communities.

To access the 'passive' candidate market, we undertake frequent 'database mining' of CV registration sites and this assists us in accessing candidates who may not have seen us as an employer, but who we may have actively wished to employ, increasing our diversity mix still further.