Look, we know you care about diversity and inclusion.
But do you actually know what those words mean to some communities?
For hiring professionals, diversity is often used as a buzzword. And that’s a shame.
Intolerance is on the rise towards the LGBTQIA+ community. A survey from 2020 showed that the UK was experiencing a 9% growth in LGBTQIA+ harassment. In the UK, there’s growing employment rate disparity between white and ethnic communities. Between genders, there’s also a growing gap.
UK government statistics show that only 46% of Pakistani and Bangladeshi women are employed, compared to 79% of white British men. Research by HR magazine showed that only 68% of UK Asian and black employees felt respected at work, a figure that was 8% lower than their white peers.
But what can you do about it, as an employer?
Well, that’s where we can help. But before we do, just know that this stuff matters. And the more you read, learn and absorb the truth, the more you’ll care too. That’s half the battle.
On the plus side, a diverse team gives a serious commercial edge…
The real commercial benefit of diversity:
First things first, let’s talk pounds and sense. A diverse team isn’t just nice-to-have; it is actually a game-changer for your business. Here’s why:
- Different perspectives lead to better ideas. When your team’s a melting pot of experiences, backgrounds, and viewpoints, innovation’s inevitable. Your team will tackle problems from all angles and come up with solutions you never would have dreamed of.
- Diverse teams are better at making decisions. The blend of perspectives leads to fairer discussions and well-rounded decisions that take various aspects into account. This means fewer blind spots and more robust strategies.
- When your team reflects the diversity of your market, your products and services will naturally resonate more with a broader audience. A diverse team understands a diverse customer base.
- Top talent wants to work in places where they feel accepted. By fostering a diverse culture, you’re not only retaining your current employees but also attracting the best and brightest out there.
Now we’ve won you on the benefits, what should you do now?
Well, it’s time to get to work.
Building and KEEPING an inclusive in-house culture
So, how do you build and maintain better diversity and inclusion? The first step is awareness and mindset, and it includes everyone:
Get your leadership team to be VOCAL on inclusivity
It starts at the top. If your leadership team cares about and TALKS about diversity, it sets the tone for everyone else. Get your CEO to be vocal and visible about your commitment to an inclusive culture.
Hire with care and respect
Look beyond traditional hiring methods. Use blind recruitment techniques to reduce bias, actively reach out to underrepresented groups, and ensure your job descriptions are free from gendered language. If this sounds tricky, we can lend a helping hand.
Create safe feedback channels
Create an environment where employees feel safe to talk. Start by setting up channels for people to openly, safely feed back when something doesn’t feel right. Your business needs clear policies against discrimination and you must ensure these policies are enforced.
Start celebrating the differences in your team
Get your employees to share their cultures, experiences, and stories. Host events that celebrate different cultures, create employee groups, and provide opportunities for minority voices to get heard.
Get some training, now
Don’t assume you know it all. You need to provide training on diversity, equity, and inclusion. This not only educates your team but also shows your commitment to these values.
Support LGBTQIA+ inclusion
Ensure your policies and benefits are inclusive of LGBTQIA+ employees. This includes everything from health benefits for same-sex partners to support for employees undergoing gender transition.
Be an advocate for inclusion!
Let’s be honest: diversity isn’t just about checking boxes. It’s about creating a workplace where everyone, regardless of their background, feels valued and safe to do their best work.
Building a diverse and inclusive culture isn’t just the right thing to do—it’s smart business. It drives innovation, enhances decision-making, and opens up new market opportunities.
Ready to diversify your team? Improve your inclusive hiring? Let’s chat.
At Grace, we’re a female-owned, outspoken recruitment company that’s here to shake things up. We have 25 years of experience and don’t just fill positions; we find the right people and ensure they’re treated with the respect they deserve.
Let’s make your candidate experience one that attracts and retains the best talent.
We champion candidates and hold businesses to account, because we believe in better hiring practices. Ready to up your game? Let’s talk.