Our Head of Diversity Ben Galyas has written a brief yet informative guide to diverse hiring – why diversity and inclusion is important, how it can benefit your business and how to include it in your recruitment strategy.
Interested?
Click here and download the full guide!
Here’s a brief introduction and a taste of what the full document can help you with:
Why prioritise diversity?
Organisations with diverse staff and inclusive practices attract a wider pool of talent
72% of UK job seekers and employees surveyed today report that a diverse workforce is an important factor when evaluating companies and job offers.[1]
Diversity drives lead to better decisions
While all-male teams make better business decisions than individuals 58% of the time; it is gender-diverse teams that outperform individuals 73% of the time. Teams that were geographically diverse, included members with different genders, and at least one age gap of more than 20 years, were the most successful – making better business decisions than individuals 87% of the time.[2]
Inclusivity is key to improving culture
“When diverse thought is underrepresented, we aren’t challenging one another to think differently, with empathy or disruption falling to the wayside – this reflects in business performance as we are less likely to foresee changes in the market, and react efficiently”.
To shift a company’s culture, an organisation must reflect on its core values – the ‘why’ behind what they do. This should inform a set of principles and motivations as the grounding forces that drive your team. An authentic ‘company culture’ is relevant to a business’ mission, but holistic enough to unite teams in a shared vision.”[3]
Diversity has become a priority for business leaders as well as job seekers this year. Companies across the media industry are reviewing their diversity policies and hiring practices to ensure they continue to attract and retain the widest possible candidate pool.
[1] This survey was conducted online within the UK by Censuswide from 21st to 27th August, 2020. Sample comprises 2028 employees from across the UK with minimum quotas of 250 White, 250 Black, 250 Asian and 250 Mixed Ethnicity.
[2] White Paper: Hacking Diversity with Inclusive Decision-Making
https://www.cloverpop.com/hacking-diversity-with-inclusive-decision-making-white-paper
[3] Why Diversity and Inclusion Needs to Be a Priority for Organisations https://www.entrepreneur.com/article/344319
