Every year, Tiger Recruitment releases a Salary and Benefits Review which collates the data from a survey of 2,700 staff. This year, we knew things would be different. COVID-19 has significantly impacted many of the results in the review. For example, the top priorities for jobseekers this year were salary and job security, which is
In today’s working environment, diversity is no longer an aim – it is an expectation. UK law requires that employers promote equality within the workplace and carefully consider whether they are discriminatory on any grounds.
If you’re looking to hire permanent staff, establishing a diverse workforce doesn’t mean paying lip service to legislation – there is, in fact, a solid business case for increasing diversity and inclusion in the workplace. Organisations that employ people from a range of backgrounds, ethnicities, genders, religions and age groups are usually much more successful because diverse people bring with them diverse skills and ways of thinking, which can positively impact the output of any business.
Diversity monitoring* is an important means of implementing and promoting diversity within the workplace. By collecting data on who your organisation employs and analysing the results, you can address the areas of your business that you feel could benefit from greater diversity, while identifying how it has benefited you in other areas.
But creating a diverse workforce doesn’t have to burdensome for hiring managers and the HR community. Here are some important points to consider when evaluating diversity within your workforce and how to monitor it effectively:
Create your own business case
Think about how diversity can contribute towards the commercial strategy of your organisation. Communicate this up to board level to ensure that its importance is understood throughout the business. With C-suite buy-in, you can help to create an environment that fully supports diverse initiatives. Starting a conversation about diversity and investment in people can also help to stimulate morale, and in turn productivity, among existing employees.
Collecting data from your employees, interviewed candidates and applicants is easy with diversity monitoring forms. They can help to measure how diverse your current workforce is and allow you to make equality improvements to ensure your HR processes are fair. These forms will give you information about how good your organisation is at attracting people to apply for roles from a broad spectrum of society. It is important that you communicate exactly why you are asking for this information, how you will be using it to inform your HR procedures and how it will help to create a better workforce.
Review the data
Use the data you have gathered to help you design or amend HR policies that will attract and retain a talented workforce. By comparing and contrasting the data you gather in various parts of your organisation, you’ll be able to identify where your organisation could benefit from broadening the talent pool. You can also contrast these figures to the wider labour market to get an idea of whether you need urgently address equality within your workplace – if so, it will be a useful exercise to investigate how and why this bias might have developed.
If your workplace isn’t hitting its diversity targets, you might need to consider altering the way you approach the recruitment process. Perhaps you need to reconsider the way you write job descriptions or even the recruitment companies you use to help you hire the right candidates. You could consider a collaborative approach to recruitment, which will provide a broad pool of candidates – from social networks, traditional jobs boards and recruiters – and help you to select the right individual with input from colleagues throughout the business.
If you’d like help to broaden your talent pool and search for candidates, our HR recruitment agency is ready to help!