Frank Recruitment Group comes out on top in Best Companies for Women list

Frank Recruitment Group has come out on top of a list of Best Companies for Women 2019, following a global survey carried out by San Francisco-based DataBird Business Journal.

The results of the review, set up to help employers understand what adjustments need to be made to support their workforce, were revealed earlier this month.

Heading a list of 20 companies, Frank Recruitment Group ranked in first place ahead of runners-up Elevation Labs, with Chicago-based Matrex in third.

The list was compiled using data from a 17-step online survey, which asked employees a series of relevant questions regarding their workplace.
Respondents were requested to anonymously rate their employers on elements such as discrimination, parental leave, and pay equity.
Frank Recruitment Group Director, Client Management EMEA, Danielle Ramsbottom said: “We’re delighted to receive this recognition.

“As a niche technology staffing business we’re committed to helping our customers achieve gender parity, so it’s good to know our own employees rate Frank Recruitment Group as one of the best companies for women.
“Having a diverse workforce isn’t just a box-ticking exercise; all the evidence points toward its positive effect on the bottom line. But while we’ve seen some good progress, the number of women choosing a career in IT has stalled.

“We’re determined to change that. We’re collaborating with organisations across the world on initiatives that will make tech a more female-friendly sector.

“Having the right talent in place in our own company is crucial to that work, so winning this recognition is all the more significant.

“We’ll take this accolade as a positive indicator that we’re achieving our goals when it comes to the happiness of our staff and their sense of feeling valued.”

According to DataBird Business Journal, the aim of the survey was to identify obstacles that employees have encountered, the diversity interventions that are used at their workplace, and which of these are most effective for women.

Responses were then used to pinpoint potential gender gaps, with a company’s score adjusted accordingly if, for example, women rated a firm poorly on diversity but non-minority groups rated it highly.

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