Diversity and Inclusion (D&I) in recruitment practices is essential in generating long-term success for businesses, today more than ever.
Recent research has shown that focusing on Diversity and Inclusion in talent acquisition is particularly beneficial, with two thirds of UK workers stating that it is an important factor when looking for a job.
There is a plethora of benefits for businesses that choose to make D&I a pivotal factor in recruitment practices, setting companies apart from competitors, enhancing culture and boosting engagement.
1. Enhancing your talent acquisition strategy
Diversity and Inclusion has become a pivotal factor for jobseekers, with many being cautious about companies that don’t take it into account, and being more likely to withdraw applications as a result.
D&I can include factors such as gender, disabilities, neurodiversity, ethnicity, sexuality, socio-economic background, education level, and disorders or conditions, both mental and physical.
Streamlining talent acquisition processes and strategies to make D&I a priority means employers have access to a broader talent pool and a more diverse workforce, leading to an environment filled with innovation and fruitful exchange of ideas.
By making recruitment more inclusive, employers can ensure they don’t miss out on valuable subsets of the population who could truly make a positive difference within an organisation.
2. Strengthening your brand
Companies that are proactive when it comes to incorporating Diversity and Inclusion in recruitment can truly strengthen their brand by showcasing tangible evidence of this commitment.
Offering a safe and inclusive recruitment process will not only make it more likely for a business to attract quality talent, but also make it easier to build a more diverse workforce, which in turn will be seen more positively by jobseekers, partners and investors, generating new opportunities.
3. Enriching your culture
D&I studies have shown that diverse teams are 87% better at making decisions, and that having diversity in leadership and management improves company revenue by around 19%.
By recruiting individuals of varying ages, ethnicities, sexualities and more, businesses will naturally create a rich, diverse culture that embeds multiple points of view, experiences and skillsets, positively contributing to business strategy and direction.
Employees from different backgrounds are likely to have unique knowledge of certain markets or customer groups, becoming an asset for businesses looking to expand into new markets, target a new demographic or work in partnership with international companies.
A more diverse workforce also creates a more welcoming and empathetic environment where employees from minority groups are less likely to experience harassment or issues relating to their unique circumstances or characteristics.
4. Reducing turnover
A high turnover rate can significantly damage a business, negatively affecting its reputation and decreasing employee morale and productivity.
With so many employees placing importance on Diversity and Inclusion, it comes to no surprise that many are more likely to leave a company that doesn’t display any efforts in this area.
Employees within a business that lacks in diversity may also experience significant issues that may lead them to walk away from a business. There may be employees in a minority group who feel uncomfortable due to a lack of peers in the company, groups of individuals facing harassment, or employees whose specific needs are not being met. Preventing these challenges starts with prioritising Diversity and Inclusion in recruitment and continuing to champion its key role in company policies and processes.
5. Boosting engagement and morale
Happy and engaged employees are more loyal to an organisation, keen to make a positive impact and eager to contribute to its success.
A commitment to Diversity and Inclusion has been shown to positively influence employee engagement and morale. Not only do these often go hand-in-hand, but high engagement rates within an organisation can also increase productivity and in turn, profitability.
A Deloitte study has shown that 83% of millennials are actively engaged when a business fosters an inclusive culture, and with Gen Z being the most active advocates for diversity, equity and inclusion at work, it is clear that the future of our workforce is one with D&I at its core.
Diversity and Inclusion must start with recruitment in order for this key element to be effectively embedded into company culture for the benefit of both individuals and businesses as a whole.
There is an extensive range of business benefits to incorporating Diversity and Inclusion into recruitment practices, yet this must be done through an authentic, purpose-driven approach in order to generate positive change long-term.
The Protocol Group is a recruitment expert working with both businesses and individuals to match candidates to the right organisations. If you’re an individual who’s passionate about working with businesses that prioritise D&I, we can help. Get in touch here.
