If Governance sampled a vacancy tomorrow, could you provide evidence of whom you reached and who engaged before the interview? If not, you are facing a Board level challenge, not a communications issue. Local authorities, government teams, charities, and universities often rely on the claim that they "advertise inclusively," yet they only track outcome data. This fails to address the evidence gap in the attraction stage.

Why current approaches fail

Platforms like Civil Service Jobs distribute roles but do not provide a single, audit-ready attraction record per vacancy across all channels. When an audit query arrives, teams are often left scrambling for screenshots and partial exports. This creates an audit vulnerability and slows the hiring process.

A better approach

Treat evidence of attraction as a governance control. Use Diversity Jobsite to publish vacancies and capture a role-level record of reach and engagement. Where candidates choose to disclose, you can also evidence group-level engagement to support your disclosure defensibility.