Making your recruitment process diverse by default has never been easier.

The majority of organisations recognise that there is a need to increase the diversity of their workforces. Traditionally, we have tried to make this happen by focusing on more equal representation of what are often referred to as "protected characteristics" - things such as gender, ethnicity, sexual preference and religious belief.  

However, we are at a turning point where a "conscious" equality and inclusion attitude is not delivering the rapid impact on diversity we need to move forward.

With The GC Index®, we now have a language and framework for understanding individuals which creates a level playing field where the impact they make is valued above all other characteristics.


And where you, as a recruiter, can help your hiring managers or clients attract, engage, assess and select candidates on the basis of their impact, building teams where diverse groups of people combine their diverse contributions to deliver the outcomes the business needs.


Our colleague Nathan Ott, Chief Polisher at The GC Index talks about the language of diversity of impact at the 2017 GSMA Women4Tech conference in Barcelona.



The GC Index® was created by Dr John Mervyn-Smith, Chief Psychologist at The GC Index® and Adrian Furnham, Management Expert and Professor of Psychology at University College London, following the launch of The DNA of A Game Changer research.

The research behind The GC Index® revealed that human beings have an innate desire to make an impact. Whether you are a 40 year old white male in London, a 25 year old black female in Lagos or a 15 year old asian female in Delhi, regardless of your sexual orientation, religious beliefs or your life experience you will have a package of energies centred around 5 key areas of contribution.

The five roles are:

  • The Game Changer – Transforms the future (have original ideas)

  • The Strategist – Maps the future (make sense of ideas)

  • The Implementer – Builds the future (get things done)

  • The Polisher – Creates a future to be proud of (make things brilliant)

  • The Play Maker – Orchestrates the future (bring people together)

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 The GC Index® shows that anyone can make an impact in an organisation, regardless of who they are, because it is what someone contributes in the heat of battle that makes the difference between a good hire that delivers a return on investment or a bad hire who fails to perform or leaves the organisation.

There are 100,000 combinations of the 5 GC Index® roles.

Just imagine the diversity of impact in the world.
100,000 combinations of the 5 GC Index
® roles.

Our research shows that there is NO statistical bias towards a specific GC Index® profile on the basis of gender, ethnicity or age.

This means anyone can make any impact, regardless of their personal characteristics.
NO statistical bias towards a specific GC Index
® profile on the basis of gender, ethnicity or age.


 The GC Index® is a language and framework that, if used diligently, removes any bias, conscious or unconscious from the hiring process.

By focusing attention on a candidate's impact and contribution, other qualities, such as their lived experience, can be considered in terms of how they may assist the candidate in making their business contribution successfully.

For example, an individual with high Strategist & Play Maker energies may have developed strong skills in understanding patterns of behaviour in people as a result of racist bullying and harassment experienced in earlier life. Instead of being a barrier, these skills arising from lived experience can now be represented in terms of their business value - this particular candidate is likely to be highly capable of understanding, strategically, how best to engage groups of stakeholders in activity, managing cultural and relationship dynamics.

The language and framework of The GC Index®  allows you, and your client or hiring manager, to see candidates in terms of their potential contribution instead of their personal characteristics.

As an example, here are the GC Index® profiles for 4 candidates:


The client is looking for an individual who can bring internal and external teams together to identify opportunities for improvement and innovation within the business, develop plans to execute the best ideas and take account of the need to maintain quality standards.

Which candidate might have the most appropriate energies to perform this role?


By understanding what package of impact a candidate offers, you can begin to identify how their other qualities underpin their capability to make this impact in a way that supports the delivery of a role. For example:

Professional Skills - What skills has the individual developed during their career which help them to make their impact?

Professional Experience - What situations has the individual experienced during their career and how have they made their impact in these situations?

Skills Gained From Lived Experience - Everyone has had experiences in their personal life that have given them the opportunity to build skills, character traits and behaviours that can be highly valuable to a business. What experiences has the person had that have helped them to make their impact?

Personality - How does the individual use their personal qualities to support them in making their impact?

Consider how these qualities might look for the 4 candidates we've described. 


Our Chief Game Changer & Strategist, John Franklin-Hackett talks through two example candidates, showing how they make an impact and describing the differences between the contributions they may make in a role.

The GC Index® challenges the historic research that suggests that men are more strategic than women.

Our data shows there is no statistical difference in the levels of strategic energy between men and women.

The GC Index® language and framework makes it easier for individuals to be hired for what they contribute instead of who they are. 


 The GC Index® language and framework can support fairer, more objective and less negatively biased recruitment at every stage of the selection process.

Organisations and recruiters have traditionally believed that the fairest way of finding and hiring talent is to cast your net as wide as possible, but this in turn creates the problem of having way too many candidates. There usually follows a process of filtration and elimination based on the flimsiest of reasons, such as: 


  • Lack of certain keywords in the application

  • Too many pages on the CV

  • Gaps in the career history

  • Lack of specific experience

  • Lack of the right educational background

  • Paucity of experience in the required industry  

Not to mention potential conscious or unconscious biases around personal characteristics.

None of the above examples of sorting through the applicants allow you to truly find the people who are going to bring the most value and future profitability to your client or your organisation. This is because you are unable to identify the most important factor, the candidates' likely business contribution, with any degree of confidence.

The GC Index® not only provides the scientific evidence to demonstrate the potential value a candidate may offer, but it also changes the emphasis of the hiring process, placing business contribution at the centre.