They’re two words that are constantly thrown around the business world, and yet with so many different iterations available for different markets and industries, introducing diversity and inclusion into your workplace is not necessarily straightforward or easy to navigate.
As we move into 2022, we spoke to some of our marketing recruitment clients and candidates to see how diversity and inclusion can be and should be introduced to the recruitment sphere in the coming months - and what you can do for your business.
What do diversity and inclusion really mean?
The first thing to understand about diversity and inclusion is that there is no exact definition or KPI for either term - in fact, that is very much the point of both perspectives. Being a diverse or inclusive workplace does not mean hitting a set quota of personality types and ethnicities in your office or workplace - rather, it means operating an open policy to candidates and employees from all walks of life and doing what you can to present fair opportunities across the board.
From the perspective of a marketing recruitment firm, increasing your focus on diversity and inclusion means changing the way that you post and advertise vacancies, being more flexible through the recruitment process, and paying closer attention to the priorities of different candidates. It also means adjusting the process so that you attract a wider pool of candidates, each approaching your business with different experiences, skillsets, and ideas.
With that said, what are the benefits of operating a more diverse workplace?
The benefits of a diverse and inclusive workplace
When your business or company commits to building a more diverse workforce, candidates are given a greater opportunity to shine in the recruitment market - which means that your business will be well received and highly regarded as a great place to work. Now, more than ever before, prospective candidates and employees are looking to existing employee reviews and employer branding when searching for a new role, and so an employer who shows themselves as committed to diversity will quickly rank more highly than one that does not.
It also means changing the way you approach and offer employee benefits - instead considering what really matters to candidates and employees and building a benefits package which is relevant and applicable to the 21st century worker.
And it’s not all for the benefit of the candidates themselves. Having a diverse workplace also means that your business benefits from more perspectives, different viewpoints, and a broader array of insights and ideas. While one demographic or target group might think in one way, another group may see things in an entirely different way. When you open your business up to all of these different target groups, your understanding will become more refined and open-minded - an advantageous position to be in when it comes to marketing and growing your business.
Finally, when your business opens itself up to different ways of thinking and working, it becomes more appealing to a broader customer base - which in turn means greater success in the long term.
Things to consider
Operating a diverse workplace has a number of advantages - but it also presents things that businesses and companies need to consider. Upon speaking to clients about their experience with adjusting the recruitment process to become more diverse, we discovered that this process puts a high focus on the challenges faced by candidates from different walks of life - which, in turn, forces the company to change the way it approaches and addresses different areas of training and development as well as recruitment itself. If, for example, a talent and skilled candidate brings with them the need for additional support in certain areas, this needs to be accommodated by the company - and addressed and showcased during the recruitment process.
To cut a long story short, if you want to benefit from the advantages of a more diverse workplace, you need to be willing and able to adjust your recruitment process and ways of working in order to accommodate a more diverse workforce. And this doesn’t stop at recruitment - with a good diversity and inclusion policy carrying over into the HR operations of the company, management and leadership, and the ongoing support that employees receive.
What to do next
When it comes to marketing recruitment, there are a number of things that clients can do to improve their approach to diversity and inclusion. The first and most important is to change the way you recruit - from adjusting the marketing of vacancies and roles, to the way the role is presented, all the way through to the application and recruitment process itself.
All too often we see businesses and companies who stick to the same routine for every role, regardless of its end position and the values and skills that the role requires. Every candidates, from leadership through to ground worker, is interviewed in the same way. But what if that changed to put more of a focus on the role itself and the skills that you are looking for?
With more creative roles than ever before, particularly in the marketing recruitment sector, now is the time to open the process up with a more tailored approach - hiring on talent and ability rather than the quality of writing in the cover letter; and looking for potential ability and the right personal fit rather than judging candidates on education.
2022 will be the year that diversity and inclusion hit the workplace like never before, with now the right time to act, to rethink your recruitment strategy, and to open your workplace up to operational changes which will help you to entice, retain, and benefit from a broader employee base. If you need assistance getting this crucial element of your business correct, get in touch.