Your recruitment policy says inclusive. Your advertising trail does not prove it. Those two things are not the same, and regulators now know the difference.

Under section 149 of the Equality Act 2010, public sector employers must demonstrate due regard at every stage. The attraction stage is where most organisations have the thinnest evidence. General job boards reach those who are already looking. Specialist platforms reach those who are not yet engaged but are qualified.

The distinction matters. If your workforce data shows underrepresentation and your advertising trail shows no specialist outreach, that combination creates a defensibility gap. No HR director wants to explain that gap to an audit committee or an equality review panel.

Diversity Jobsite is not a diversity tick box. It is documented, targeted reach across communities where your pipeline is weakest and it creates the evidence your board needs to ask fewer questions.

List with Diversity Jobsite and close the evidence gap before it closes you.