Build Diversity, Equity, and Inclusion into your recruitment supply chain
Diversity, Equity, and Inclusion (DE&I) was a topic near the top of the agenda for most companies in 2022. And yet, research shows that a huge % of senior leaders are finding their company's lack of progress troubling. So what's causing the gap between talk and action?
The challenges are complex, but one of the biggest issues is that companies don’t have the data to track key DE&I metrics – they simply don’t know how diverse their teams are, never mind being able to demonstrate equity or inclusivity stats. And many don’t know where to start addressing that issue.
Working with a Managed Service Provider (MSP) can not only help solve the data challenge but help companies bake DE&I into the recruitment supply chain at every step. Because, ultimately, building a diverse team all starts with hiring the right people.
Get the data you need
It seems obvious, but you can’t measure what you don’t know. Many companies find themselves trying to improve DE&I stats they don’t have – working with an MSP is the first step to unlocking the data to understand the makeup of your team.
The reality: you might not like what you find out, but it’s the first step in taking positive moves towards a more diverse and inclusive workforce. We start gathering all that information on both your permanent workforce and contingent workers – giving you the full picture along with real-time actionable insights. You can also get a sense of how well-integrated those two workforces are.
And because you’re using our systems, you get a rigorous evidence-based approach that’s also 100% GDPR-compliant.
Show how important it is to your company
To make real progress, you need to thread a commitment to DE&I throughout the entire company. And it needs to be part of people’s daily work, not just a value in the company handbook. It’s especially important to get this across the C-Suite, hiring managers, and HR team.
To project that outward, you need to do more. Especially when it comes to recruitment. Show that it matters more than one generic line about diversity on the end of your job ads. If you can think beyond that, you can show people that you actually care, rather than just giving the perception of caring about DE&I.
We can help by threading it through every step of the recruitment process, becoming an extension of your brand and presenting your values to potential recruits.
And because we have in-depth knowledge of the market, we can evaluate your data and help you set realistic targets as part of your recruitment plans. Then we’ll help you stay on track to hit those objectives.
Attract stronger, more diverse candidates
DE&I is increasingly important to candidates across all sectors, and particularly those of younger generations. They take it seriously when weighting up potential employers.
As you invest more energy into tracking and improving your DE&I, it becomes easier to show positive results that appeal to candidates – facts speak much louder than platitudes. Slowly but surely, your brand will build a reputation as a fair and progressive employer that people want to be associated with.
In turn, that helps you tap into a broader pool of candidates with the right skills and experience, often from diverse backgrounds that can build a richer and more supportive culture within your company. Ultimately, it’s a passive talent pipeline that is built simply through your commitment to important factors such as diversity or your transparency over wages, for example.
Win more bids
Okay, so some leaders may not have it as their top priority. However, embracing DE&I can bring about a whole range of business benefits that may initially seem unrelated. On top of that improved brand perception and stronger candidates, you can potentially win more business by showing your commitment to key issues.
When it comes to bidding for contracts – particularly with large organisations – many now allocate additional points to those bidders who can demonstrate a commitment to DE&I. It matters that their supply chain is diverse.
Of course, data protection means you can’t use individual examples, but you can show the percentages of your workforce that match certain protected characteristics. And if the competition doesn’t have that, you might just have the upper hand
Ready to start tracking DE&I seriously? Contact us today about the best options.