Capitalise on a diverse talent pool

Innovate by attracting diverse talent

Flexibility is a key consideration for employers and employees. Working from home and hybrid working is allowing companies to recruit and retain a workforce that represents a wider demographic. We help our clients to define the cultural experience offered to prospective candidates but also to understand more about their own employees and their aspirations.

Claire McCartney, resourcing and inclusion policy advisor for the Chartered Institute of Professional Development says that “Following the working situation during the pandemic, people are thinking quite differently about their careers and the importance of work/life balance.”

We have seen a natural trend towards increased diversity, equity and inclusion (DEI) as our clients look to retain expert knowledge and skills whilst striving to innovate through enhanced productivity, building a competitive advantage and improving their profitability. Barriers are removed as companies explore and benefit from the differences between people. Not just looking at race, ethnicity, gender, age and social class, our clients are recognising unique skill sets, such as life experiences and education.

When TO interviewed employees from a selection of corporate companies last year, the overriding response was fear of unconscious bias and assumptions about their capabilities. Inequality and exclusion has begun to be exposed. Mercer conducted analysis of over 1,100 global organisations in 2020 and found relatively low levels of women in leadership with just 23% in executive roles. However in 2021, the proportion of women in senior management grew to more than 30% according to research by Grant Thornton and is gradually trending upwards.

Our research shows that women are prioritising greater work-life balance and better personal wellbeing over renumeration. They seek a diverse and inclusive organisation. This has also been supported by recent findings from Gallup. It’s not just women, many of the organisations that we spoke to are engaging and networking with peers and starting to be proactive.

There is more competition for best in class talent. Diversity, inclusion and culture are intrinsically linked. Building a diverse bench of talent will accelerate growth, encourage creativity and facilitate innovation and lessen exposure to the risks of global volatility.