Is having diversity and inclusion in the workplace a priority for your business? What diversification and inclusion strategies are your company using? For hiring managers, these are important questions that need addressing.
There’s no shortage of data and statistics making the case for diversity and inclusion in the workplace; this Glassdoor report suggests that 67% of active and passive job seekers look for diversity when evaluating companies and job offers. Diversification & Inclusion or D&I might be a bit of a buzzword these days but it’s important not to underestimate the impact a D&I policy can have on your business.
Incorporating diversification into our hiring processes might sound like an easy task but it’s important to understand what diversity and inclusion in the workplace really means. To do so requires education on the different types of diversity;
- Experiential diversity relates to individual life experiences, is the candidate a mother or father, an immigrant, veteran or of criminal background?
- Informational diversity refers to knowledge and educational backgrounds, has the candidate completed second or third level education?
- Fundamental diversity is individual beliefs relating to the importance of ethics in the workplace, as well as the relationships between employees and their organizations.
Benefits of Diversity in The Workplace
Competitive Advantage: Generally speaking, a diverse workforce works best to serve a diverse clientele. A company that respected contributions from people from all backgrounds are sure to attract top talent.
Stronger employee relationships & morale: The Recruitment Process Outsourcing Association state that D&I policies work to create a more collaborative work environment, a more attractive brand, a greater sense of belonging and engagement for those under your company umbrella.
Inclusive hiring practices have also been proven to have a direct impact on a company’s bottom line; According to McKinsey Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians.
But how can a D&I policy have such a significant impact? Deloitte seems to think it’s down to the 83% percent increase in performance & innovation, or perhaps the 42% uplift in team collaboration which can result from diversification.
So how an RPO can enhance workplace diversity?
Perhaps the lack of diversification of your company’s workforce is due to limited resources. You know a diversification strategy takes time and effort and is not something that can be handled haphazardly. Concerns about the additional time and effort this make take have resulted in diversification falling by the way-side.
This is where an RPO can be an efficient and cost-effective solution to this problem. At the risk of sounding cliché, the old expression “Two heads are better than one” rings true here.
An RPO provides a fresh perspective to evaluate your hiring efforts. Hiring with the aim of diversification without a clear strategy can have adverse effects; Hiring the wrong person for the wrong job for the sake of diversity serves no one and is only likely to cause tension among the team – this is where the benefits of an RPO partner become apparent.
3 ways RPO’s improve workforce diversity
- Talent attraction & Retention: RPO’s provide access to an extensive network of potential candidates. Naturally, they will have access to networks and forums outside of your usual circles. RPO also brings a wealth of experience to the table, they have most likely worked for companies similar to yours (perhaps even your competitors!) and solved their problems.
- Developing your Brand & Image: An RPO works to recruit honestly and authentically. If the job is done successfully an RPO will recruit not only the ideal candidate but also those who believe in your companies’ mission and in turn, brand ambassadors. As previously mentioned, being known for prioritizing diversity and inclusion will attract the top talent. Subtle diversification strategies can have huge impacts on your brand and image, such as; Day-care and flexible maternity options for families, and an awareness of religious events.
- Empathy and creativity: Cultural diversity in the workplace generally means a higher propensity for empathy and creativity as there is a large, varying collection of experiences to draw upon.
An RPO can improve workplace diversity in more ways than one. As with many business decisions, it’s important to ask one’s self if this is something which can be handled internally or if it would be better to outsource – acquiring dedicated professionals expertise, in the case of Diversity, the services of an RPO can often be the most cost effective & efficient option.
In this day and age, it should be abundantly clear that diversity and inclusion in the workplace matters, however, this article is here to serve as a gentle reminder should you need it. If diversity is important to your business, there’s no better time than the present to start prioritising D&I, reaping the benefits of a stronger brand image and a warm welcoming workplace in the process.
If this is a priority to you, great! Just don’t offload that work onto your already busy HR staff when you could be utilising the experience and efficiency of an RPO!
With a near decade of experience in the recruitment industry, Ingenio have built a reputation for their placement of top professionals. If you are interested about how we can enhance your workforce, enquire about our Hiring Solutions today!
Written by James Coffey