Celebrating National Careers Week - Eleanor Kirk,

Inclusive Cultures Don’t Happen by Accident — They’re Built Intentionally

Following International Women's Day, many organisations reflect on progress.But for finance leaders and hiring managers, the more important question is this: What does inclusion mean in practice — and how does it affect performance? Because this isn’t just a culture conversation. It’s a capability conversation. Inclusion Impacts Talent Attraction The best finance professionals — at every level — have options. They are looking for: Transparent progression pathways Visible meritocracy Leadership that values contribution over presence Environments where performance is recognised fairly If an organisation’s culture unintentionally favours “proximity” — those closest to decision-makers — it narrows its own talent pipeline. And in a market where specialist skills are already in short supply, that’s a commercial risk. Meritocracy Must Be Visible Many businesses describe themselves as meritocratic. But candidates assess that through lived signals: Who is in senior leadership? Who is promoted internally? How are flexible working arrangements handled? How openly are development opportunities discussed? In accountancy and finance particularly — where progression paths are structured and performance is measurable — fairness needs to be both real and visible. High performers want clarity, standards and consistency. Leadership Behaviour Shapes Retention Inclusive leadership isn’t about grand gestures. It’s about everyday behaviours: Who is invited into strategic discussions Who is given stretch projects Who is credited publicly Who is sponsored, not just mentored Retention in finance teams is rarely lost because of salary alone. It’s often influenced by visibility, opportunity and recognition. Businesses that understand this tend to build stronger, more stable finance functions. The Commercial Case for Inclusion Diverse and inclusive teams bring broader perspectives to: Risk assessment Strategic planning Commercial analysis Operational improvement For CFOs and Finance Directors, inclusion isn’t a compliance issue. It’s about building balanced teams capable of better decision-making. The organisations that approach inclusion intentionally — rather than reactively — are often the ones that outperform in the long term. Beyond Awareness Days International Women’s Day creates valuable momentum every year:But sustained progress comes from: Clear promotion criteria Transparent hiring processes Conscious leadership development Ongoing cultural accountability In today’s hiring market, an inclusive culture isn’t just about employer branding — it influences who joins, who stays and how teams perform.

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This week mark’s National Careers Week (NCW) , an annual event that aims to provide young people in various educational and organisational settings with career guidance and support.

To honour NCW, we are putting a spotlight on employees who started working for us in a University Graduate capacity to demonstrate how rewarding a career in recruitment can be for graduates and young people, as well as the valuable experience they can gain.

Eleanor is one of our newest hires here at Sharp Consultancy. She has been a great addition to the team and has quickly adapted to the work environment. She is already contributing to the success of the business with her skills and enthusiasm.

Continue reading to learn more about her perspective on being part of our team...

What were you doing before you worked for Sharp Consultancy?

I started at Sharp almost straight after university. I did a BA in History at the University of Leeds, which I completed in June 2023. I spent a few weeks working in a school before travelling a little bit over the summer and started at Sharp in October.

How did you first connect with Sharp Consultancy?

I was first put in touch by a Rec2Rec (recruiting candidates to work in recruitment). I’d been looking at various roles in recruitment via LinkedIn mainly, and they contacted me from there.

What sparked your interest in pursuing a career at Sharp Consultancy?

I was interested in working in recruitment prior to hearing about Sharp, but once I’d met with Andy and Jamie, and gotten a greater understanding of what Sharp are all about and the way that they work I quite quickly realised that this was somewhere I could see myself working and enjoying what I do.

What do you enjoy most about working in recruitment?

I’d have to say that it’s the different people I get to speak to and try and help every day. I really enjoy talking to people about their experiences, both professionally and personally and like building those relationships with candidates.

What is the most valuable thing working here has taught you?

I feel like I’ve learned so much in the relatively short time I’ve been here but the most valuable thing is probably the importance of perseverance. It’s so important that you can work through and push past setbacks or problems, no matter how big or small as the next big win is always round the corner if you keep going.

What is one piece of advice would you pass on to any person trying to start a career in recruitment?

I’d have to say that confidence is key. It helps in so many different ways – with building relationships, thinking on your feet and working through testing situations to find the solution.

Are you interested in working as a recruiter? We would love to hear from you and discuss the opportunities to become part of our team.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent finance professionals. With offices in Leeds and Sheffield our highly experienced team of consultants recruit for positions throughout Yorkshire and beyond. CONTACT US today and see how we can help.