An inclusive approach to recruitment in hospitality: By Laura Maddams Head of Talent and Development at Searcys.
As Head of Talent and Development at Searcys with over 14 years’ experience in talent acquisition, I’ve seen first‑hand how inclusive recruitment can transform workplace culture. I joined Searcys in October 2022 and lead our approach to inclusive recruitment, workforce development and talent progression across the business.
Across 30 venues, Searcys’ commitment to responsible business practices through progress in inclusive recruitment, workforce inclusion, and talent development is apparent.
As a people led hospitality business operating across some of the UK’s most complex and high-profile venues, I view recruitment as the starting point of a wider journey that includes training, wellbeing, inclusion, and progression. This approach ensures teams are not only capable of delivering today’s events, but supported to grow, stay, and thrive within the business.
Inclusive Recruitment Drives
From a recruitment perspective, Searcys has made significant progress by introducing panel interviews and involving multiple interviewers, allowing us to gain a broader range of perspectives on each candidate.
I have also attended several Only a Pavement Away job fairs, where we’ve had the opportunity to engage with individuals from a wide range of backgrounds, offering them the chance to explore careers in hospitality and events.
30% of our management roles were filled with internal promotions last year, showing we support teams to develop and promoting internal mobility. A third of our workforce currently has between two and five years’ service, highlighting the importance we place on retention, progression and internal mobility.
Supportive Training
In 2026, Searcys is launching neurodiversity training across the portfolio, with tailored sessions for both managers and team members. This initiative aims to build a stronger understanding of neurodiversity while equipping our teams with the knowledge and confidence to support colleagues effectively, from the recruitment stage through to ongoing employment.
I have also recently been involved in establishing a menopause steering group at Searcys. The group is made up of trained Menopause Champions from across the business who offer guidance, signposting and peer support to colleagues, helping to raise awareness and create a more supportive working environment. Alongside this, I deliver regular awareness sessions designed to support those experiencing menopause and to equip colleagues and managers to better support others.
In addition, an HR Essentials course has been introduced for managers and hiring managers. This programme begins by exploring unconscious bias and inclusive recruitment practices, and goes on to highlight the value of diverse teams, demonstrating how they contribute to broader perspectives, stronger knowledge, and a more inclusive workplace culture.
Championing Inclusivity
I am proud to have two long-standing team members who joined us through the WorkFit programme, part of the Down’s Syndrome Association. These individuals have become valued and much-loved members of the team within one of our city-based contracts.
Searcys also place a strong emphasis on Employee Resource Groups across both Searcys and the wider Westbury Street Holdings estate. One of our team members leads the BESPIRE group, an LGBTQ+ focused network that supports colleagues, raises awareness, champions inclusivity, and organises events open to all Searcys employees.
In addition, Searcys are actively involved in FORWARD, our race and ethnicity network, which is supported by two leads from the Searcys team. This group explores important topics, creates space for meaningful conversations, and provides a platform for colleagues from diverse backgrounds to share experiences and celebrate culture.
Partnerships
Searcys has a long-standing partnership with Hotel School, through which as a team we provide support. This includes offering work experience opportunities, supporting delegates with CV writing and interview skills, and successfully placing a number of individuals into employment.
Awards
Searcys’ dedication has been recognised at the recent HR in Hospitality Awards, one of the sector’s most prestigious annual events, where we were proud to receive awards for Excellence in Equality, Diversity and Inclusion, as well as Excellence in Reward and Recognition. These awards celebrate outstanding HR practices across hotels, restaurants, and catering businesses, highlighting our commitment to innovative initiatives and exceptional people management.
In addition, Searcys was named a Top Employer by Only A Pavement Away this year, in recognition of our commitment to supporting people into work. We successfully placed five candidates into full-time roles, all of whom have since gone on to thrive within the business.
For me, inclusive recruitment is about creating opportunity and building workplaces where people can succeed at every stage of their career. By getting the foundations right, hospitality businesses can build stronger teams and a more sustainable future for the sector.
116 Pall Mall
Venues such as 116 Pall Mall have played a flagship role in implementing diverse and inclusive practices.
As an Institute of Leadership and Management accredited training provider, 116 Pall Mall combines leadership development with equality, diversity and inclusive learning, ensuring that every manager understands their role in fostering an inclusive culture. The venue’s commitment to the Sunflower Scheme, with a target of training 80% of team members in hidden disabilities awareness, further demonstrates Searcys’ dedication to supporting all colleagues.
Regular employee feedback sessions, quarterly diversity surveys, and annual inclusion reviews help ensure our initiatives remain effective at 116.
The Access Champions Collective now formed, accelerating shared purpose