Widening the pool from which top employers hire gradates when there are not enough jobs to go round smacks of poor timing. But that is the goal that Leading London, an initiative launched by London First, the employers group, and FreshMinds Talent, the recruitment consultants, has set itself.
在工作岗位不够分配的当下，扩充人才库，以便让顶尖雇主从中招聘毕业生，颇有些不合时宜的味道。但这正是雇主团体London First与招聘咨询公司FreshMinds Talent联合发起的“Leading London”项目为自己设定的目标。
The programme aims to talent-spot students from diverse backgrounds studying at post-1992 universities (former polytechnics), and introduce them to City employers and blue-chip corporations.
该项目旨在物色来自1992后大学（post-1992 university，即过去的技术学院）不同专业的学生，再把他们介绍给伦敦金融城的雇主和一流企业。
Advocates of the programme say action to promote social mobility has never been more necessary. When the economy was booming, employers saw under-represented groups, such as ethnic minorities, lower social income groups and women, as “hidden talent pools”. Now, however, many diversity programmes are being squeezed.
该项目的倡导者表示，增进社会流动性的需求从未如此迫切。在经济繁荣时期，雇主将少数族裔、社会所得较低的人群、以及女性等弱势群体视为“隐藏的人才库”。而如今，许多多元化项目都受到挤压。
Jane Masey, HR policy and diversity manager at Allen & Overy, the law firm, says businesses that turn programmes on and off like a tap have got it wrong because a diverse talent pool can only be built through sustained investment. “Coming out of the recession, we need to make sure we have the best people,” she says.
安理国际律师事务所(Allen & Overy)人力资源政策及多元化经理简•马西(Jane Masey)表示，那些像拧水龙头一样启动和停止项目的企业，其做法是错误的，因为只有持久的投资，才能建立起多元化的人才库。她表示：“摆脱衰退后，我们需要确保自己拥有最优秀的人才。”