Official Certification Mark
Welcome to the official home of the Licence to Recruit!
'Certification Mark for Inclusion & Diversity within Recruitment Practices'
Status: Application Published
The certification record of any individual or organisation currently holding a valid 'Licence to Recruit' certification mark can be requested (see below). This ensures transparency for all end-users and the general public.
Supervision of the Certification Mark
Inclusion Industry Standard - Strict Controls
The Licence to Recruit Certification Mark is awarded to individuals when the following criteria are met:
- Completion of a training course comprising 10 core-modules (classroom or virtual delivery).
- Production of a written essay, based on the practical application of theory (uploaded via an online portal).
- Passing an online examination (50 randomised questions selected from the 10 core-modules).
- Mandatory annual refresher training, to maintain current best practice standards.
The Licence to Recruit Certification Mark is awarded to organisations when the following criteria are met:
- A self-assessment disclosure of current equity, diversity and inclusion performance.
- Submission of physical evidence to support the answers provided in the organisation's self-assessment (uploaded via online portal).
- 70% of internal recruitment staff have completed (or) are in the process of completing the Licence to Recruit programme for Individuals.
- Production of an improvement strategy based on the results from the self-assessment and physical evidence score.
- Statement of Intent sent to all recruitment suppliers / recruitment providers within the organisation's supply-chain.
Strict Guidelines and Governance
Supervision of the Certification Mark
Being awarded a certification mark is an official award, and as such the governance and supervision of the mark is strictly controlled.
1.1 All organisations and individuals who hold the mark must be searchable via a public online directory - this ensures the mark remains live and valid. It also ensures the public cannot be misled regarding the details of any valid marks.
1.2 Organisations and individuals must complete an annual refresher programme.
1.3 All internal training professionals who are licensed to deliver content must complete the annual ‘train the trainer’ refresher course.
1.4 An audit will take place bi-annually to ensure organisations are compliant with ‘internal capability’ measurements.
1.5 Organisations that fall below the 70% threshold will have a rectification period of no longer than 3 months.
1.6 Organisations that fail to achieve the 70% capability measure will be suspended until compliance is achieved.
1.7 Any organisations that fail the rectification audit will be withdrawn from the mark and their public profile will reflect this status.
1.8 Any organisations licensed as a ‘certification centre’ will undergo advanced supervision.
1.9 Any organisation or individual who brings the mark into disrepute will be removed from the register and the mark withdrawn, until such time as appropriate rectifications have been made.
Is your recruitment provider on the register?
✅ Executive risk briefing (virtual or in-person)
✅ Pre-session risk scan (public data, reports, digital footprint)
✅ Customised organisational risk map
✅ Strategic recommendations summary memo
✅ Stakeholder trust and pressure point analysis
✅ Reputation and culture pulse diagnostic
✅ Board or SLT follow-up session
✅ Comms and narrative risk support
✅ Integration into ESG or governance reporting
✅ Quarterly licence-to-operate review and advisory
✅ 12-month leadership-aligned culture roadmap
✅ Monthly and quarterly engagement milestones
✅ Cross-functional integration plan (HR, Comms, ESG)
✅ Leadership visibility and messaging moments
✅ Accountability and ownership mapping
✅ Culture and behaviour pulse tracker
✅ Comms and campaign activation toolkit
✅ Executive team alignment workshop
✅ Manager engagement toolkit
✅ Annual board summary slide deck
✅ Culture activation calendar linked to business rhythms
✅ Values-to-behaviours mapping framework
✅ Visibility plan for leadership and managers
✅ Internal messaging and tone-of-voice prompts
✅ Integration points with people strategy, ERGs, and engagement
✅ Quarterly cultural health snapshot
✅ Campaign content co-creation (slides, email copy, visuals)
✅ Alignment session for Comms, HR, and DEI teams
✅ Culture behaviour tracker and reporting template
✅ Facilitated launch session or townhall support
✅ 60–90 minute facilitated leadership session (virtual or in-person)
✅ Pre-session issue scoping and risk context briefing
✅ Scenario walkthroughs and behavioural response planning
✅ Leadership response guide and reflection prompts
✅ Post-session advisory memo with recommended actions
✅ Real-Time Crisis Advisory (on-call leadership coaching during live situations)
✅ Post-Crisis Trust Recovery Workshop
✅ Scenario-Based Simulations & Role Plays
✅ Executive Messaging Toolkit for Inclusion & Culture Crises
✅ Integrated Risk & Reputation Mapping Session
✅ 1:1 or small-group executive coaching with psychological insight
✅ Lived experience–informed leadership feedback prompts
✅ Emotional fluency and bias awareness reflection tools
✅ Practical leadership behaviour mapping
✅ Confidential, trust-based advisory space for personal growth
✅ Reverse mentoring or lived experience dialogue sessions
✅ Shadowing and observational feedback loops
✅ Inclusion intelligence self-assessment
✅ Executive debrief for board or sponsor alignment
✅ Integration into leadership development frameworks or talent pathways
✅ Leadership behaviour alignment toolkit
✅ Values-to-actions leadership reflection prompts
✅ Scenario-based learning and decision walkthroughs
✅ Executive facilitation with lived experience insight
✅ Personal credibility and influence mapping framework
✅ 360° inclusive leadership feedback process
✅ Public trust and leadership narrative scan
✅ Executive visibility and accountability coaching
✅ Integration into internal talent and succession frameworks
✅ Sponsor alignment and credibility audit
1. Organisational Risk & Social Licence Advisory
Helping Boards navigate people-centred risk, protect their licence to operate, and meet stakeholder expectations.
What It Is
A strategic board advisory service focused on assessing and addressing people-centred risk, stakeholder perception, and organisational reputation, without using polarising DEI language. This offer helps Boards proactively manage cultural, behavioural, and societal exposure in alignment with ESG, governance, and long-term value creation.
We deliver high-trust, commercially grounded briefings for boards, CEOs, and exec teams, cutting through the noise to clarify what matters, what’s coming, and what’s at stake.
Problem It Solves
- Cultural or reputational risk isn’t being tracked or understood at board level
- Boards are exposed to backlash from staff, regulators, customers or media but lack internal challenge
- Investor and stakeholder expectations around social impact are growing
- ESG strategies often lack credible internal alignment on workforce and people-centred matters
- Internal culture may be misaligned with external brand, creating silent reputational risk
- The Board lacks a trusted advisor on people risk who speaks in their language
Target Audience
- Boards, Chairs, NEDs
- CEOs, Exec Teams
- General Counsel, Company Secretaries
- ESG, Governance, Risk and Audit Committees
Strategic Framing
- Supports ESG strategy under the “S” and “G” pillars
- Aligns with risk registers, internal audit, and board effectiveness reviews
- Builds organisational resilience and leadership credibility
- Protects the organisation’s social licence to operate and public trust
Learn More
It’s not about what your strategy says.
It’s about what your execs defend behind closed doors.
If culture, trust, and performance matter, you can’t afford silent leaders and mixed signals.
Start where it counts.
Start at the top.
2. People-First Leadership Plan
What It Is
A 12-month, strategic roadmap that integrates inclusion, behaviour, leadership visibility, and workforce culture into one unified, trackable plan. Designed to ensure consistent activity, clear accountability, and alignment with business goal, without relying on reactive campaigns or scattered initiatives.
Problem It Solves
- Inclusion and people priorities are fragmented across departments and timelines.
- Leaders are unsure how or when to visibly support culture or wellbeing.
- Internal campaigns lack strategic sequencing, ownership, or long-term momentum.
- Culture efforts are seen as "nice-to-have" and dropped when under pressure.
- No clear framework exists for aligning values to visible leadership behaviour over time.
Target Audience
- Executive Leadership Teams
- HR and DEI Leads
- Internal Communications Teams
- ESG and Culture Programme Owners
Strategic Framing
This plan acts as the operating system for inclusion, embedding people-first thinking into your organisational rhythm. It transforms inclusion from ad hoc activity into strategic cultural infrastructure, enabling:
- Visible leadership alignment and role-modelling
- Integrated comms, training, and behaviour change
- Performance tracking and board-ready accountability
- Predictable, structured internal engagement that earns trust
- Real-time responsiveness to employee sentiment and cultural signals
It’s not about adding more noise, it’s about orchestrating meaningful, sustainable change.
Learn More
Align. Prioritise. Deliver.
One plan. Built to make it count.
Or even shorter for button use:
- Build the Plan
- Get Strategic
- See the Year Clearly
Want a bold version with a bit more edge?
3. Culture in Practice Plan
What It Is
A 12-month strategic planning and activation service that aligns internal people activity, across HR, leadership, comms, and ES, into one cohesive, high-trust operating rhythm. It integrates values, behaviour, and leadership visibility into a single cultural roadmap that actually lands.
Problem It Solves
- Inclusion and engagement work is scattered across departments with no central strategy.
- Senior leaders are unsure how and when to show up visibly on people priorities.
- Internal campaigns lack coordination, ownership, and follow-through.
- Efforts are reactive and short-term—failing to build trust or shift culture.
- There's no framework tying values to behaviour over time.
Target Audience
- Executive Teams
- People Directors and HRDs
- Internal Communications & Culture Leads
- ESG, Transformation, and Risk Programme Owners
Strategic Framing
This plan acts as your internal credibility engine—making sure your values, leadership behaviour, and employee experience align throughout the year.
It delivers:
- Leadership visibility that feels authentic, not performative
- Clear moments for engagement, activation, and listening
- Predictable, manageable rhythm for internal messaging and people activity
- Cross-departmental clarity on roles, ownership, and timing
- A scalable foundation for trust, psychological safety, and cultural accountability
It’s not just a calendar—it’s a culture operating system.
Learn More
This isn’t about good intentions.
It’s about whether the numbers back you up.
If you want credibility at the top table,
you need to prove the impact, not just believe in it.
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