The return on investment (ROI) from blind hiring can be significant, but it's often hard to quantify. This calculator lets agency owners model the financial impact of blind hiring practices on client wins, premium pricing, and legal risk avoidance. Use it to build a business case and forecast how blind hiring could affect your agency's bottom line in 2026 and beyond.
Use the calculator
Enter your agency's current data to see how blind hiring might change your revenue and costs. You'll need:
- Number of placements per year
- Average fee per placement
- Estimated uplift in client wins from blind hiring
- Expected premium pricing percentage for diversity-focused clients
- Potential cost savings from reduced discrimination claims or lawsuits
The calculator updates in real time, giving you a clear picture of your potential ROI. It's designed to be quick and straightforward—no complex inputs, just the key figures you already track.
If you want to explore different scenarios, adjust the inputs to see how changes in client behaviour or legal risk affect your bottom line. This helps you prioritise which parts of blind hiring to push hardest.
How we calculate
The ROI model combines three main factors:
Increased client wins: Blind hiring can improve your agency's reputation with clients who prioritise diversity. You might win more contracts or renewals as a result. The calculator applies your estimated uplift percentage to your current placement volume and fees.
Premium pricing: Some clients are willing to pay more for agencies with demonstrable diversity hiring practices. We factor in a premium percentage on your average fee per placement to model this.
Legal risk reduction: Discrimination claims are costly in time, money, and reputation. Under the Equality Act 2010, employers are generally required to demonstrate fair hiring practices. Blind hiring reduces the chance of unconscious bias, which can lower your agency's exposure. The calculator estimates savings based on average legal costs and claim frequencies in the recruitment sector.
We use conservative industry benchmarks for each of these, based on published data and recruitment sector reports. The model assumes your agency implements blind hiring consistently and transparently.
Where the savings come from
Client wins: Clients increasingly expect diversity in their workforce. Agencies that can demonstrate this often see higher win rates. The uplift depends on your client base and market segment but typically ranges from 5% to 15%.
Premium pricing: Agencies specialising in diversity hiring can charge 5% to 10% more per placement. This reflects the added value clients place on compliant, bias-free recruitment processes.
Legal risk avoidance: Discrimination claims can cost tens of thousands in legal fees and settlements. The average claim in the UK is around £30,000 to £50,000, excluding indirect costs like lost time and damage to reputation. Reducing claims by even one a year can save a sizeable sum.
Operational efficiencies: While not directly included in the calculator, blind hiring often streamlines screening by focusing on skills and experience alone. This can reduce time spent on subjective CV reviews, freeing consultants for higher-value tasks.
Industry benchmarks
| Metric | Typical Range | Source / Notes |
|---|---|---|
| Client win uplift | 5% to 15% | Recruitment industry surveys (2023) |
| Premium pricing | 5% to 10% | Diversity hiring market analysis |
| Average discrimination claim cost (UK) | £30,000 to £50,000 | EHRC reports, tribunal data |
| Frequency of claims in recruitment | 1 claim per 100 agencies per year (approx.) | EHRC statistics |
These figures vary by region and sector. For example, Australian agencies operating under the Fair Work Act 2009 might see different claim frequencies and costs. European agencies should consider local anti-discrimination laws when estimating risk reduction.
Use your own agency data where possible to improve accuracy.
FAQ
Q: Is blind hiring legally required? Under the Equality Act 2010 and similar laws in Australia and Europe, employers are generally required to avoid discrimination and demonstrate fair hiring processes. Blind hiring isn't mandatory but is a recognised method to reduce bias.
Q: Can blind hiring guarantee no discrimination claims? No. Blind hiring reduces unconscious bias but doesn't eliminate all risk. Claims can still arise from other parts of the recruitment process.
Q: How quickly will ROI show? ROI depends on your agency's size and client mix. Some agencies see benefits within months, others over a couple of years. The calculator lets you model different timelines.
Q: Does the calculator account for implementation costs? No. It focuses on revenue and risk savings. Consider costs like training, software, or process changes separately.
Q: Can this work for all sectors? Yes, but the impact varies. Sectors with strong diversity mandates or public sector clients often see higher gains.
Blind hiring can drive measurable revenue and risk savings, but only if done consistently. Use the calculator to quantify the opportunity for your agency and build a case with your leadership team. Book a Distill demo to capture these savings by automating the anonymisation of CVs and ensuring compliance with blind hiring standards.