Raising the standard for diversity and inclusion in regulated environments
They strengthen how decisions are made, how teams challenge one another, and how organisations respond to risk and change. In financial and professional services, where accountability runs through every level of the organisation, that difference compounds over time.
Better hiring outcomes come from widening access, removing barriers and designing for retention.
For Broadgate, diversity and inclusion are not measured by representation alone, but by whether people have the opportunity to join, stay, progress and shape the organisations they are part of.
Imagine building a risk or compliance function with the same perspective in every seat.
You get groupthink, blind spots, narrow talent pools, and uniform decision making that leads to missed exposure and weaker challenge in regulated environments.
Treating diversity, equity and inclusion as part of your hiring infrastructure changes that. It moves DEI out of messaging and into how risk, compliance and governance functions are designed, built and tested over time.
This spans how you access talent, how you assess people against regulatory expectations, and how you retain them in environments where challenge and independence are required.
Broadgate works with firms to build this into the full hiring lifecycle.
That includes:
The outcome is stronger shortlists, better calibrated hiring decisions, and teams that stand up to scrutiny.
For financial services firms, fintechs, and regulated organisations, this means access to talent that would otherwise be missed, and a lower risk of mis-hire in roles that directly impact business protection.
Diversity-led hiring is not a side initiative. It is part of building regulator-ready functions.
Curious how this could apply to your risk or compliance hiring? Speak to a Broadgate consultant to map out your approach.
We build and invest in communities that create access to historically underrepresented talent across financial and professional services. This gives clients access to credible candidates who are often missed by traditional routes. Our communities include Ex-Military Careers, a platform dedicated to connecting veterans with meaningful career opportunities after leaving the forces.
We build and invest in communities that create access to historically underrepresented talent across financial and professional services. This gives clients access to credible candidates who are often missed by traditional routes. Our communities include Ex-Military Careers, a platform dedicated to connecting veterans with meaningful career opportunities after leaving the forces.
Ex-Military Careers is a social enterprise connecting veterans with structured careers beyond the forces. Founded by former British Army Infanteer James Lawrence, the platform was built on the lived experience of the transition challenge and has grown into a trusted community of over 220,000 members across the UK and the US. For Broadgate clients, this is more than a network; it is a credible, underutilised talent channel for regulated hiring.
Veterans bring qualities that are critical in governance, risk and compliance environments. Strong accountability, disciplined decision-making, and the confidence to operate under pressure translate directly into roles where judgement, control and oversight matter. Through structured support including mentorship, skills translation and interview preparation, Ex-Military Careers ensures candidates are ready to perform in civilian, regulated roles from day one.
For organisations building or strengthening risk, compliance, audit and financial crime teams, this creates access to high-integrity talent that is often missed through traditional routes. The result is stronger shortlists, better hiring decisions, and teams that stand up to regulatory scrutiny.
Speak to a Broadgate consultant to explore how veteran talent can support your hiring strategy.
As part of Trinnovo Group, Broadgate was named the winner of the D&I Service Excellence Award at the British Recruitment Awards.
“There was one clear winner in this category – Trinnovo. This was a brilliant nomination with this registered B Corp organisation embedding a wide range of initiatives benefiting all underrepresented candidates. Trinnovo operates in a particularly challenging sector for DE&I, and its focus on removing barriers and minimising bias has resulted in outstanding client testimonials and compelling evidence.”
We work with clients to strengthen how risk, compliance and governance hiring operates day to day, aligning processes with regulatory expectations and market realities.
That includes insight on competitor hiring, talent movement, and practical guidance on role design and assessment. The aim is simple: better decisions in roles where mistakes carry real cost.
Over time, this creates a more consistent, repeatable hiring approach, reducing reliance on reactive recruitment and improving outcomes in control functions.
Our access to passive and underrepresented talent pools adds another layer, giving clients reach beyond traditional channels in specialist and hard-to-fill areas.
The result is hiring that delivers now and continues to hold up as teams scale.
We expect high standards from the organisations we partner with, and we hold ourselves to the same level.
At Broadgate, diversity, equity and inclusion is built into how we measure performance, not positioned as a separate initiative. We track progress, publish it through our annual impact reporting, and invest in the people, training and infrastructure that support consistent, high-quality delivery.
This shapes how we assess talent, how we advise clients, and how we operate in regulated hiring environments where consistency and accountability matter.
Our Investors in People Platinum accreditation, achieved by just 7% of assessed organisations, reflects that focus on performance, discipline and long-term capability.
Read our Impact Report to see how we measure and deliver progress.
Oliver White is a Grenadier Guards veteran with over a decade of military experience. After leaving the forces, he successfully transitioned into financial services, where he now works as a Senior Consultant within Broadgate’s compliance and financial crime practice.
He is also an ambassador for Ex-Military Careers, supporting veterans moving into civilian roles and helping organisations access military talent for governance, risk and compliance functions.
Oliver brings a disciplined, solution-led approach to regulated hiring, shaped by over a decade of military service and experience delivering financial crime and compliance solutions. If you’re looking to access high-integrity talent from an underutilised talent pool, Oliver is well placed to support that conversation.
