Fairness in Selection – Report on Client Responses

This report summarizes the findings of a survey conducted in February and March 2025 among 10 of our top 14 clients, identified based on the highest number of hours booked. These key clients collectively represent approximately 32,000 team members and recruit around 11,000 individuals annually. All participating clients operate within the events industry, with significant representation also in hospitality, catering, and stadia, and some presence in festival, leisure and tourism, and stewarding sectors. Respondents possessed substantial industry experience, averaging 15.9 years each. While most managed teams involved in selection, two respondents also directly selected team members for shifts.

A significant majority (60%) of respondents reported having experienced unfair selection practices during their careers, yet all (100%) believe selection processes are fairer today than they were a decade ago. While 60% felt it was ‘likely’ possible to achieve even fairer selection for shifts, the remaining 40% were ‘neutral/unsure.’

Technology was largely viewed positively in this context, with 70% considering it helpful for fairer selection, compared to 10% who found it damaging and 20% who were unsure. Currently, 70% of clients utilize technology in their selection processes, while 30% do not. Looking ahead, opinions were mixed regarding increased technology adoption for fairness, with 60% unsure, 30% indicating they were considering it, and 10% stating they were not.

When asked to compare the fairness of selection by humans, humans with technology, or solely technology, 80% currently believe humans combined with technology tools select most fairly, with 20% favouring technology alone. This view shifted slightly for the future (12 months), with 90% anticipating humans and technology as the fairest approach and 10% still favouring technology alone.

Notably, only 30% of respondents reported having clearly agreed and shared criteria for fair shift selection within their businesses, while 70% did not. However, there is a strong indication of future focus on this area, with 80% of clients planning to revisit their selection processes in the next 12 months. Planned changes encompass a range of areas including;

• increasing diversity,

• improving the identification of top performers,

• policy development,

• addressing the impact of government changes,

• focusing on candidate experience,

• enhancing processes for development pathways,

• acknowledging company bias,

• actively seeking fairer selection solutions,

• and implementing new scheduling systems.

Respondents also had these ideas for improving fairness in selection; blind recruitment, utilizing staffing platforms, prioritizing availability and skillset, providing inclusive opportunities, introducing technology to mitigate bias, focusing on retention, and recruiting with integrity.

These findings highlight a recognized need and intention among our key clients to further enhance the fairness of their team member selection processes, with technology playing an increasingly significant role in their considerations.