At Tile Hill we are committed to equality and diversity and we actively encourage people from all
backgrounds to explore and apply for opportunities. We also work with our clients to help them
improve their equality and diversity data, enabling them to understand candidate profiles and put in
place measures to improve candidate and employee experience within their recruitment processes.
The following information is collected only for monitoring purposes and is disaggregated from your
application. It is not used in the decision making in longlisting and shortlisting within the recruitment
process. We hope the range of categories enables you to select your personal diversity characteristics
accurately. If not, where appropriate, there is an ‘Other’ option provided with each question. You are
also entitled to choose ‘Prefer not to say’, and doing so will not impact your application.
Please let us know if you need any adjustments to be made during the recruitment process because
of a disability or long-term health condition. If you have any specific requests or would like a
confidential discussion with the Tile Hill team, then please email firstname.lastname@example.org
An interview with Karen Grave, President of the PPMA, on future HR trends for public sector leaders
With 9 out of 10 people saying that they don't want to return to working in the same way, we speak to Karen Grave, President of the PPMA, about the major impact that Covid-19 is likely to have on public sector organisations and the key conversations that HR should be having in their organisations.
We discuss the following topics at these points in the video:
02:53 How should organisations react to changes in how people want to live and work?
10:02 How do you create a homogenous culture when staff are working remotely?
12:43 What is visible leadership in the 'new normal'?
18:57 What support do organisations need to provide to their employees and leaders?
24:32 What is the role of OD in helping organisations adjust to the 'new normal'?
27:41 What are the 4 key conversations that HR should be having in their organisations?