How to Create a Successful Diversity & Inclusion Strategy
For many companies, the impact of the pandemic forced them into simply surviving - priorities shifted to managing remote working and depleted workforces and safeguarding employees and customers. Understandably, long term goals issues such as diversity and inclusion dropped down the list of priorities, at least for the short term.
The events of the last few years have made clear that Diversity, Equality and Inclusion is no longer just a fluffy HR initiative, but a necessity. Employees and potential candidates aren’t just asking for it, they are leaving when an organisation’s culture doesn’t meet their expectations. Employees understand that no one has to be unhappy at work anymore.
Consumers and employees are looking for long-term impact, sustained efforts and meaningful contributions. The most successful leaders are harnessing meaningful strategic partnerships and working to attract talent that supports their journey toward inclusion. Furthermore, customers are looking for clues that companies are serious and committed to racial equity, are they practising what they preach.
1. Expand Your Talent Pool
It stands to reason when organisations limit the talent pool from which they hire, not only do they stand a much lower chance of hiring the best people, but they also limit their ability to cultivate a diverse and inclusive culture. Diversity and inclusion start with discussing your strategy with your Recruitment Consultant who can weave the message into the job description and advertisements. The diversity and inclusion strategy should also form an intrinsic part of the communication (internal and external) and interview process.
2. Embrace New Perspectives
The most successful companies are the ones that remain innovative in the face of rapid change. A diverse workforce – one where different perspectives, new ways of thinking about problems or challenges are celebrated and encouraged can provide organisations with a competitive edge. The key to success here is flexibility. Diversity on its own is not enough for employees to express themselves. Employees must be empowered and encouraged to express themselves. By striving to be open to the new perspectives and thinking that comes with having a diverse workforce, organisations can help foster a culture of inclusivity.
3. Ensure Customers Can Identify With You
Today’s consumer wants to buy from companies they can identify with. The products and services they purchase form an integral part of how they express their identity and plays a significant role in brand loyalty. As such, it’s important that organisations reflect the values of their customers through their attitudes and actions on cultural, social and environmental issues. Consumers need to see that companies are ‘practising what they preach’.
How Matrix Recruitment Can Help
At Matrix Recruitment, we understand that Diversity and Inclusion is an essential aspect of any organisation that must be considered in every decision, most especially in the search for leadership. We work closely with our clients to help them create a culturally diverse and inclusive environment, opening the floor to a wider variety of voices and backgrounds by embedding diversity into the hiring process.