What we can learn from Gareth Southgate on leadership.
13th July 2021
Put simply, your workplace should be a reflection of the society within which it exists. This may sound simple. Achieving this is more complex than it seems – highlighted by the fact that 19% of employees do not feel that their personal identities are respected by everyone in their organisation.
By now, we hope we don’t need to sell you on the “why” behind nailing your diversity strategy. But, just in case – you’ll achieve better productivity, creativity and reputational benefits. All things high-up on the c-suites agenda in every company.
Achieving a diverse workforce takes considerable effort that begins with your recruitment process. Getting it right can take time and a lot of work, which is why we’ve put together this blog for you!
We’re not just talking about seeking our minority groups and displaying their stories on your careers site – we’re so over companies using this as a tool to give an illusion of diversity existing internally when they’re not quite there yet.
Transparency is all about understanding where your company is at regarding diversity and inclusion, making a commitment as a company as to how you are going to address it – and then displaying the data and your goals for prospective talent to see. Even better? Make diversity one of your core values – we promise there are HUGE organisational benefits to doing so; Boston Consulting Group recently reported diverse companies to have 19% more revenue and are 1.7 times more likely to be innovation leaders in their market AND 70% more likely to capture a brand-new market… See?
Trust us when we say that in most instances, candidates aren’t expecting perfection. What they do expect in 2021 is to join companies that acknowledge that creating a diverse workforce is a journey; one they’re all-in for. Plus, the added benefit to this is that you’ll be certain that you’ll be held accountable for ensuring you deliver on your own objectives, especially when they’re there for the world to see!
In an ideal world, we’d live in an environment where everyone was assessed based solely on their capabilities and what they bring to the workplace. However, we know this isn’t true. Unconscious bias exists – but there is a fix. AI.
We’re seeing more and more companies embracing AI as part of their application screening process and we’re big fans of this. Why? AI can, mostly, eliminate bias from the recruitment process. Today, we can screen and shortlist candidates based on their experience and skills, as opposed to how many coffees the CV reviewer had that day or their unconscious fondness for the university they themselves attended… It’s not our fault, we’re inherently programmed to default to biases cognitively, even despite our best efforts – this is why it’s called unconscious bias. However, AI means a fair, inclusive pre-screening process is a given, every time.
In order to hire diverse candidates, you need to consider broadening your reach when it comes to advertising. Have you tried proactively sourcing and adding veterans, autistic people, ex-offenders, LGBTIQ people, people over 40, people with disabilities, etc. to your talent pool? Well, don’t stop here.
Make an effort to reach diverse candidates by placing your job ads in additional magazines, websites and forums visited by underrepresented groups or dedicated to minorities and ask everyone in your organisation, including your diversity group teammates, to share your jobs with their friends and family. Spread and share your message far and wide to a diverse pool.
Want to find out more about Trinity House Group can support your Diversity & Inclusion hiring strategy? Get in touch here.