- Principle 1: Respect for Laws
- Principle 2: Respect for Honesty and Transparency
- Principle 3: Respect for Work Relationships
- Principle 4: Respect for Diversity
- Principle 5: Respect for Safety
- Principle 6: Respect for Professional Knowledge
- Principle 7: Respect for Certainty of Engagement
- Principle 8: Respect for Prompt and Accurate Payment
- Principle 9: Respect for Ethical International Recruitment
- Principle 10: Respect for Confidentiality and Privacy
- To interview all disabled applicants who meet the minimum criteria for a job vacancy and consider them on their abilities
- Gender or marital status (Sex Discrimination Act, 1975)
- Gender reassignment (Sex Discrimination Act, 1975)
- Sexual orientation (Employment Equality [Sexual Orientation] Regulations, 2003)
- Religion or belief (Employment Equality [Religion or Belief] Regulations, 2003)
- Race (Race Relations Act, 1976)
- Age (Employment Equality (Age) Regulations, 2006)
- Disability (Disability Discrimination Act 1995)
- Spent convictions (Rehabilitation of Offenders Act, 1974)
- People: organisations that embrace diversity receive more applications from a broader range of talent, which makes innovation and creativity more likely.
- Creative engagement: a diverse workforce makes it easier for organisations to broaden and deepen their customer base.
- Accountability: publicly-funded organisations have a psychological contract with their local communities, and an explicit agreement with funders, many of whom expect the organisation to reflect the diversity of the UK’s population.
About Us
We believe that if all arts organisations have access to a qualified and experienced recruitment team who work with integrity and a commitment to diversity, then arts organisations will get the calibre of leadership and management that they need to thrive.
Our Values
Our vision is to raise the quality of recruitment practice in the arts.
Our purpose is to provide an outstanding recruitment process that generates the right person for the client organisation. We match people and organisations, not just skills and vacancies, and we do this through a professional, personalised service. Our values – excellence, diversity, integrity and transparency – define the way we work and behave towards our clients, their candidates and our sector partners.
We believe that recruitment has an incalculable impact on the identity and effectiveness of an arts organisation, so we bring high professional standards and always adopt best practice. We offer a quality service that is efficient, cost-effective and offers excellent value: but we refuse to cut corners by doing a superficial job that merely adheres to basic legal minimums.
We believe that by adopting diversity and excellence in recruitment practices, individual arts organisations can flourish, and the sector can further its vision of becoming central to peoples’ lives.
We are passionate about customer care, and work collaboratively and fairly with our clients and candidates. We believe that it benefits the sector if recruitment practices improve overall, so we share our skills, knowledge and expertise generously with partners.
Recruitment and Employment Confederation
Arts Intelligence has corporate membership of the Recruitment and Employment Confederation (REC), the national representative body for recruitment consultants, agencies and bodies. We have achieved corporate membership because we are serious about standards, working ethically, being well informed, and maintaining accountability.
We adhere to the REC Code of Conduct (new window) which has ten principles:
The Chartered Institute of Personnel and Development (‘Recruiting within the Law’) recommends that “When deciding to use an agency you should ensure that it has membership of the Recruitment and Employment Confederation (REC)”
Two Ticks
The Two Ticks symbol is awarded by Jobcentre Plus to organisations that have demonstrated that their policies and practices enable them to meet the five symbol commitments. Arts Intelligence has been awarded the symbol, and this means that we will only take on a recruitment assignment if the organisation seeking to make a leadership appointment (our client) signs up to the first commitment:
The aim of this commitment is to encourage disabled people to apply for jobs by offering them the assurance that, should they meet the minimum criteria, they will be given the opportunity to demonstrate their abilities at interview stage.
We also encourage our clients to achieve the Two Ticks symbol themselves. More information is available from www.jobcentreplus.gov.uk
Diversity Assured
Arts Intelligence has completed the Recruitment and Employment Confederation’s Diversity Assured Health Check and has been awarded the Diversity Assured Recruitment Kitemark. As a Diversity Assured Recruiter, our organisation has taken a pro-active approach to enhancing workplace diversity. Arts Intelligence has demonstrated a commitment to move beyond good intentions and legal compliance towards delivering effective diversity strategies that result in tangible change within the workplace, while effectively delivering diversity through better recruitment practices.
You can read our
You can read our Customer Complaints Procedure and Policy here (.doc).
Our People
Arts Intelligence Recruitment has a team that combines the skills, knowledge and expertise required to manage your recruitment process successfully.
Pam Henderson (Chief Executive), MREC Cert RP
Pam has worked in the arts sector for more than 20 years, specialising in leadership and professional development. As a consultant with the Henderson Aplin Partnership she helped organisations improve their performance by increasing staff engagement. Prior to that she quadrupled membership and increased turnover ten-fold as director of the Arts Marketing Association. A member of the Chartered Institute of Personnel and Development, she holds a Certificate in Recruitment Practice from the Recruitment and Employment Confederation, an Advanced Certificate in Coaching and Mentoring (accredited by the Chartered Institute of Personnel and Development), a postgraduate Diploma in Cognitive Behavioural Therapy (accredited by the University of Hull) and a postgraduate Diploma in Arts Management (from Anglia Ruskin University).
Jo Cherrie (Administrator)
Jo is the main point of contact for enquiries from prospective candidates. Jo works closely with Pam, making sure that all administrative aspects of the recruitment process run smoothly. Jo is an experienced database manager, with a strong commitment to customer care.
Isla Jordan (Print and Web Designer)
Isla develops the design concept that underpins each recruitment assignment. Isla develops a range of options for clients in terms of the advertisements used in the attraction campaign and the visuals for the assignment's dedicated micro-site. Isla has ten years of design experience in the publishing sector and also provides the design expertise for ArtsProfessional and ArtsJobFinder.
Katie Atkinson (Web Manager)
Katie leads the digital development of Arts Intelligence and each of the client micro-sites. She has worked in the cultural sector for three years and has a background in communications and new media. Katie is the Web Manager of ArtsProfessional and ArtsJobFinder.
Liz Hill (Company Director)
With partner Brian Whitehead, Liz is a founder director of Arts Intelligence Ltd. The company has successfully established ArtsProfessional magazine as the arts sector’s leading management publication, and ArtsJobFinder as its leading job-search website. Through her former role as Editor of ArtsProfessional, and her previous work as course director of the MA in Arts Management at Anglia Ruskin University, she has developed a wide network of contacts and detailed knowledge of the arts sector.
Brian Whitehead (Company Director)
Also a founder director of Arts Intelligence Ltd, Brian has been responsible for the management and strategic development of the company. Prior to this he spent several years as Marketing Director of Derngate Theatre and Marketing Manager for Three Rivers District Council’s arts venues. He is also an experienced consultant, having worked with an international client base.
Diversity
Diversity is about valuing everyone as an individual, and in doing so, acknowledging that each one of us will have our own individual needs, beliefs and values. There is a social justice argument to promoting diversity in recruitment, as well a business case argument, and at Arts Intelligence we believe that both are important, and complementary (if people feel they are fairly treated, they are more likely to go the extra mile).
Social Justice
This argument is based on the belief that everyone has the right to equal access to available jobs. For us, this means two things: firstly, we will never only engage in ‘head-hunting’ to develop a pool of candidates for a job, but we will always advertise to a broad range of prospective candidates; secondly, we ensure that all legislation relating to recruitment is adhered to in all assignments. This includes:
The Business Case
There is a growing body of evidence from the Chartered Institute of Personnel and Development that businesses ‘who are serious about diversity show better overall financial performance.’ There are three elements that make up the business case for diversity:
Our Commitment to Diversity
We have taken the REC’s Diversity Pledge and have achieved Diversity Assured Recruitment Certification.
Job Centre Plus (part of the Department for Work and Pensions) has approved our recruitment practices related to people with disability and we carry the ‘two ticks symbol’. This means that we will help all clients interview all disabled applicants who meet the minimum conditions for a job vacancy.
Contact Us
If you would like to get in touch with us please telephone Jo Cherrie on 01223 200200.
Alternatively, you can email us at
Arts Intelligence
5 Pioneer Court
Chivers Way
Histon
Cambridge
CB24 9PT
How to find us