Natalie Cooper, the editor of our partner, online jobs board Changeboard, conducts an exclusive interview with Paul Deighton, chief executive of the London Organising Committee of the Olympic and Paralympic Games.
They talk about the challenges to be faced when trying to ensure that diversity and inclusion are embedded in organisational culture and how such goals can best be achieved. Deighton also shares his views on the leadership legacy that he hopes to leave after the Games are over.
Listen to the podcast here:
soundcloud://v/47298784
Natalie also speaks to LOCOG’s chairman, Lord Sebastian Coe, about how to recruit in an inclusive fashion.
Q What can the London 2012 Olympics teach you about employing from diverse talent pools?
A We were very clear when we bid to be hosts – we said we wanted the London 2012 Games to be everyone’s Games. I’m lucky that, in my job, I get to meet so many different people who are involved in some way with the delivery of London 2012. It’s inspiring to hear them talk about their passion for the Games.
I’ve been involved since the beginning, and have seen our team grow from 50 people working on the bid to 3,500 now. London is a fantastically diverse city and we are keen to showcase this to the rest of the world.
We want to ensure that we fully and honestly represent British culture and all its different communities in all aspects of the event.
The practice of sport in the community can break down barriers to social isolation and participation, which can give people hope and better alternatives. It is the hidden social worker in all our communities.
Our London 2012 Community Relations programme works to ensure London’s communities are excited by and engaged in the Games.
Through our Advocate and Host Borough community relations communications, we aim to inform and connect with communities about many London 2012 opportunities – including jobs, business, tickets and related events.
Organisations need to realise the value that a diverse workforce can bring. They should actively identify candidates from diverse backgrounds, rather than rely on traditional recruitment processes. This is what we have been doing at London 2012, and we have been able to recruit some fantastically talented people.
Hopefully, the skills and experience they will have gained during their time with London 2012 will help them in future job opportunities.
This podcast and article were first published by our partner, online jobs board, Changeboard.
