Diversity and Inclusion are two terms that are regularly bandied around in the corporate world, but with so many different permutations accessible for different markets and sectors, incorporating diversity and inclusion into your workplace isn’t always simple or easy.
As we approach the back-end of 2022, we chatted with some of our clients and candidates on how diversity and inclusion can and should be integrated into the recruitment realm in the coming months – and what you can do to help your business.
What exactly do the terms “diversity” and “inclusion” necessarily mean?
The first thing to grasp about diversity and inclusion is that neither phrase has a precise definition or KPI – in fact, it is precisely the purpose of both viewpoints. Being a diverse or inclusive workplace does not imply meeting a specific quota of personality types and ethnicities in your office or workplace; rather, it entails maintaining an open policy to candidates and employees from all sorts of backgrounds and doing everything possible to provide equal opportunities for all.
Boosting your focus on diversity and inclusion requires modifying the way you post and advertise positions, being more flexible throughout the recruiting process, and paying greater attention to the objectives of various candidates. It also entails modifying the process so that you attract a broader pool of candidates, each of whom comes to your company with unique experiences, skill sets, and ideas.
So, what are the advantages of having a more diverse workplace?
The advantages of having a diverse and inclusive workplace:
When your firm or organisation commits to establishing a more diverse workforce, candidates have a better chance to shine in the market, which means your company will be warmly accepted and widely recognised as a fantastic place to work. Prospective applicants and workers are looking to existing employee evaluations and company branding more than ever before when looking for a new career, so a business that demonstrates a commitment to diversity will immediately rank higher than one that does not.
It also entails altering your approach to and provision of employee benefits, instead focusing on what truly matters to applicants and workers and developing a benefits package that is relevant and suitable to the 21st-century worker.
And it’s not only for the advantage of the candidates. A diverse workplace also means that your company benefits from additional views, various points of view, and a greater range of insights and ideas. While one demographic or target group may believe one way, another may perceive things very differently. When you expose your business to all of these diverse target groups, your knowledge will become more polished and open-minded, which will be useful when it comes to marketing and developing your business.
Finally, when your company is open to new ways of thinking and doing, it becomes more appealing to a larger client base, which implies more long-term success.
Consider the following:
Operating a diverse workplace has many benefits, but it also offers challenges that organisations and corporations must address. Speaking with customers about their experiences with altering the recruiting process to become more diverse, we noticed that this process places a strong emphasis on the obstacles experienced by applicants from other walks of life – forcing the firm to adapt the way it handles and addresses different areas of training and development, as well as recruitment itself. If a talented and qualified applicant, for example, brings with them the need for more help in particular areas, the organisation must accommodate this – and address and demonstrate it throughout the recruiting process.
To make a long story short, if you want to reap the benefits of a more diverse workplace, you must be willing and able to modify your recruiting process and working methods to accommodate a more varied staff. This goes beyond recruiting, with a solid diversity and inclusion policy permeating the company’s HR processes, management and leadership, and the continuing support that workers get.
What should I do next?
When it comes to recruiting, customers may do a lot of things to improve their approach to diversity and inclusion. The first and most crucial step is to alter the way you recruit – everything from how openings and opportunities are advertised to how the role is presented, all the way through the application and recruiting process itself.
All too frequently, we see organisations and companies follow the same pattern for every role, regardless of the end position or the values and talents required. Every applicant, from executive to ground worker, is questioned in the same manner. But what if it was adjusted to focus more on the role itself and the talents you’re searching for?
With more positions than ever before, now is the moment to open the process up with a more personalised approach – hiring on skill and ability rather than the quality of writing in the cover letter; and looking for prospective abilities and the perfect personal match rather than grading candidates on schooling.
Diversity and inclusion will impact the workplace like never before throughout the rest of 2022 and beyond, and now is the moment to act, rethink your recruiting strategy, and open your workplace up to operational improvements that will help you seduce, keep, and profit from a larger employee base. Please contact us if you require assistance with this critical aspect of your business.
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