How we approached the campaign:
- The coaching programme was designed to debunk and demystify industry stereotypes and jargon, giving students the 'inside' knowledge that is traditionally gained through personal networks of the more privileged, breaking industry barriers
- Provided a safe space for students to ask perceived 'silly questions' they wouldn't be willing to ask the firm directly
- Alleviating the stress and anxiety of stepping into the professional services world for the first time, and increasing the number of applications from students from more disadvantaged backgrounds were key goals
- The programme aimed to bring the students assessment completion and success rates in line with their more privileged counterparts
The impact:
- Compared to this firm's general intake, students who attended the coaching programme had higher pass rates for both the first (+3%) and second stages (+8%) of the assessment process
- Generated 258 applications to the Spring Week programme, which included 12% more female candidates and 5% more Black Heritage candidates than the general pipeline
- 46 students were offered a place. Of these 76% were female, 18% identified as disabled, 42% First Generation to attend Uni, 9% Black Heritage
- Compared to the general intake, the coaching programme saw 14% more offers to Female candidates
- To hear about Bright Network coaching programmes in action, you can take also look at Deloitte's summary of our partnership
