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Why it Matters

Employers that have fair and flexible working and recruitment practices are more productive, and more innovative.
Encouraging and enabling employees to reach their full potential benefits not just them, but also the employer’s business or enterprise. Employers that treat their employees fairly benefit from improved morale, greater loyalty, higher retention and a reduction in recruitment and training costs.


A diverse workforce that reflect the diverse range of customers, service users and the community in which they are based are more creative, and more innovative. Having a wide range of skills and experience that reflects all of society, including those with disabilities, from varying ethnic backgrounds or offers a balanced gender representation means that businesses are more likely to design products and services for a broader base.


There’s also a strong link between gender-balanced organisations and corporate performance. Businesses that fully embrace diversity in all its facets whether a higher ethnic mix or a mix of men and women responsible for leadership positions, do better on measures like return on investment and total shareholder return.


Equality and fairness are at the heart of the GM Good Employment Charter. In an increasingly complex work environment, diversity helps employers adapt and survive in different circumstances and changing environments. For Greater Manchester it also means we’re making the best use of the talents and experience of all our people.
Taking steps to improve gender equality will support women to reach their potential. This benefits not only the individual women, but also businesses who are able to harness under-utilised female talent.


There are also huge range of benefits for businesses in employing people with disabilities. Most importantly, employers can gain access to a wider pool of talent and skills that is largely untapped. There is evidence that despite fears to the contrary, employees with disabilities take less sick leave and contribute extensively to the organisation.

Supporter Commitment

Supporters of the Charter are developing excellent recruitment practices with the following commitment:

"So we as employers can take full advantage of the diversity and talents across all Greater Manchester communities through transparent, inclusive and fair processes, engaging with schools, further education and higher education providers and employment programmes, making sure our staff have opportunities to continually develop and use their skills and experience."

Membership Criteria

Charter members will be expected to provide evidence of the recruitment of a diverse workforce drawing on the talents of all of Greater Manchester’s communities through:

  • Selection processes designed to eliminate unconscious bias;
  • Inclusive and fair recruitment practices with equality and diversity issues integral to all;
  • Recruitment processes which are anonymised, including the ‘two ticks’ disability scheme (or equivalent) and consistent with the ‘ban the box’ campaign (removing criminal record tick boxes from application forms, or equivalent);
  • Job adverts which set out the potential for flexible working in the role and the number of hours to be worked (see Secure Work);
  • Recruiting managers having completed equality and diversity training;
  • Recruitment methods appropriate to the role and the candidate – e.g. with adaptable methods of communication, interviews and other activities;
  • Recruitment processes, including the advertising of roles, which actively encourage the recruitment of a diverse workforce;
  • Monitoring of the diversity of their workforce to understand its changing nature and progress toward greater diversity.

Help to Achieve It

Resources for developing excellent recruitment practices. 

Acas Resources

Acas is an independent, publicly-funded organisation that provides up-to-date information, independent advice, high quality training and works with employers and employees to solve problems and improve performance.

As of a partner of the GM Good Employment Charter, Acas has provided a document outlining their resources available to employers including online guidance, open access training, in-company training, and in-depth advisory work across the seven characteristics of good employment.

External web link - https://www.gmgoodemploymentcharter.co.uk/media/1084/acas-resource-links-gm-good-employment-charter-feb-2020.pdf

CIPD Resources

CIPD is the professional body for experts in people at work, championing better work and working lives by setting professional standards for HR and people development, as well as driving positive change in the world of work. 

Access resources from CIPD, including research and insights, guidance and fact sheets, as well as podcasts and other useful tools to help you understand and meet the seven good employment characteristics set out in the Charter for Greater Manchester.

External web link - http://www.cipd.co.uk/GMGEC-Resources

GM Hidden Talent Employer Toolkit

GM Hidden Talent is a youth employment programme built on learning from GM Talent Match, it is a cross-sector partnership led by GMCVO.

This toolkit provides employers with easy to implement recruitment ideas that will help them to adapt their recruitment practices to get the most out of young people. 

External web link - https://www.gmgoodemploymentcharter.co.uk/media/1118/gms-hidden-talent-employer-toolkit-new-version-06032020.pdf

Other quality standards that will demonstrate good practice in this characteristic are