In response to a concern that Penguin, a London-based publisher, was not reflecting the overall London ethnic population, which is estimated to make-up 30% of the capital’s population, an internal investigation indicated that people from ethnic minorities were not getting entry level positions. It was not institutional racism, just a lack of proactive policies on recruitment. In the early 2000s, the company developed a number of initiatives. Firstly, it started to spend much more time going out to Universities and working with career services to target ethnic minority students. It had particular success with its open days, to which it invited young people from ‘under-represented groups’. Secondly, it started offering a number of paid internships each summer, working hard to ensure a diverse mix of people, and expanded the number of unpaid work experience schemes. It was expected that these temporary staff would provide a good pool of potential permanent employees in the future. Finally, the organisation worked much closer with its agencies to ensure a representative list of potential candidates so that the proportion of ethnic candidates rose from 12% to 22% within 2 years.