A diverse workplace is proven to encourage fresh ideas and collaborative working, injecting a variety of conversations and constructive debates into the workplace. By embracing a work culture that presents equal opportunities to a diverse range of employees at different seniority levels, junior staff can aspire to succeed in their positions and gradually climb into higher ranks, pushing job retention rates higher.
To continue ownership of your share of the market, your recruitment drive needs to be ambitious, and actively encourage a diverse workforce to apply, explains Julian Pitts of Fast Track CVA.
What is a diverse workforce?
A workforce comprising staff that are varied in personality, background, age, and identity can be defined as a diverse workforce. There are unlimited elements that distinguish workers from each other, however, here are the core factors:
Age – The age of your workforce can very quickly reflect upon the identity of your business, your marketing messages, and technological standards. As the professional and personal values of veteran employees may differ from that of younger staff members, working in harmony can help your management team better understand a diverse range of customers.
An older employee is likely to have been exposed to different events during their lifetime, giving them a unique outlook on life and the opportunity to acquire skills differently. A younger employee may be more actively involved with newly emerged platforms, such as social media, refining their understanding of technology.
According to Sprout Social, the largest age group with accounts on social media range between age 18 and 24, making up for nearly 80% of total users. Using this data to empower your recruitment drive can attract a diverse range of individuals, attracting others in this age bracket to apply.
Expertise – If your business has the capacity and resources to employ junior staff, you may consider launching an apprenticeship or graduate programme. By providing a stepping stone to those new to the job market, you can actively work towards nurturing the next generation of adults.
Offering tangible opportunities to junior staff can help inspire them to enter the world of work and build a positive reputation as a passionate youth employer. Attracting industry veterans to join your team can also increase the appeal to similarly qualified job searchers. By building a sustainable recruitment cycle, you can fuel your business with a reliable stream of new talent.
Background -The Diversity and Inclusion Whitepaper published by professional services consultancy, Robert Walters, addresses ways to minimise the risk of unconscious bias when conducting recruitment exercises.
The research found that ‘81% of employers recognise the potential that unconscious bias has to impact decisions, potentially leading them to miss out on top calibre professionals.’
The Whitepaper pinpoints techniques that can be used to help managers focus solely on the applicants’ qualifications and experience. By removing gender, age, school and additional socio-economic information, any CVs received can be assessed objectively for suitability.
The social standing, religion and beliefs of an applicant should not adversely impact their chances of being considered for a job opportunity. Gender, ethnicity, sexual orientation, and disabilities are other aspects that come under this bracket. Failure to take steps to mitigate the risk of unconscious bias could expose your business to claims of discrimination, leading to an undiversified workforce.
Keith Tully is a Partner at Real Business Rescue in Manchester, UK.
