What is all the hype around diversity and inclusion? Is there an increase in focus on fewer opportunities for some, or equal opportunities for everyone?
What exactly is the meaning of diversity in the workplace?
Does it pay off from a business perspective to focus on diversity and integration?
These are some questions that might be on your mind when talking about diversity. Let’s break it down into smaller pieces.
The employees have their own set of skills which are attained through studies and experience, as well as through their personal and professional background, all of which will affect their work perspective in certain ways.
On a personal level we are talking amongst others about ethnicity, country of origin, gender, age, sexual orientation, religious beliefs or disabilities. The second level is the professional diversity that includes amongst others academic background, career path, industry background, personality type and thinking style.
All of these traits and experiences are accumulated over time and give candidates unique perspectives and skills that come in handy when the company wishes to increase creativity and develop innovative solutions. That being said, employers are not defined by their background, but rather enriched by it.
Integration can be designed as an ongoing process in which all the qualified bidders are taken in consideration and where the focus lies on giving everyone a fair, unbiased chance and not concentrating on excluding some or stop hiring and promoting the typical profile.
Inclusion is shifting attention towards bringing people in as a substitute for keeping people out.
A workplace that focuses on a culture that is accepting of diverse profiles and that includes everyone is on their way of designing the job environment for the future workforce.
This is done by designing a workplace where employers can all have lunch together, make company activities so people interact with each other beyond work tasks and be aware of the employers work-life balance.
Look beyond culture fit when hiring for new positions. By looking for someone who will compliment your work culture you end up having a fresh mindset that will improve and bring new insights to your team. Teams created by like minded employers with a similar cultural heritage and educational background tend to become homogeneous thus making growth and development a slow process.
It all starts with the leadership
Include training in cultural awareness, diversity and inclusion. Set guidelines that will ensure the implementation of processes that support and embrace diversity in the workplace.
Measure the progress of the inclusion efforts with the help of analytics. There are relatively easy options to help eliminate bias from inclusion and diversity processes. Analytics help identify and minimise unconscious prejudice throughout the HR departments.
The first step in combating bias is to be aware of it. Once recruiters become aware of this, they will be more likely to screen for a broader candidate base.
Optimize the hiring process so it is based solely on merit and not cultural heritage, race or simply a name that sounds foreign, and continue with the career advancement processes in promotions and leadership development. Focus on these issues and give a fair chance to all candidates and therefore enhance employee involvement and give them a memorable employee experience.
Business value in diversity
There is revenue to be gained by D&I. The benefits are numerous, starting with increased creativity and innovation. A recent BCG study shows that companies with a diverse leadership have 19% higher revenue. This is the result of a diverse team that will inspire each other and come up with more diverse solutions to the company’s problems.
Creativity is broken loose, more innovative solutions come on the table, you get a competitive advantage and the employees are engaged and motivated to do their job knowing that their actions are acknowledged and they have a fair chance of advancement. As a result you get a positive reputation which enhances your talent pool.
–for those curious minds a talent pool is a database where hr managers keep all their top job candidates.–
The only offset is that it takes time and engagement to change the way things have been working out so far, and naturally the beginning might be rocky, so keep at it if you want to see results.
We are facing a accelerating globalisation and advancement in technology and access to education. Therefore the future of the talent pool is expected to grow in the future, in fact, according to The Organisation for Economic Co-operation and Development (OECD)
“the number of young people aged 25-34 with a tertiary qualification increased by nearly 45% between 2005 and 2013 in OECD and G20 countries and is expected to keep increasing in the coming decade”.
Though migration may make a difference in where the future workforce will come from, the OECD predicts that the individuals with a higher education in the working age population from the EU countries is likely to increase from 26% in 2015 to 34% .”
By 2030 more than 60% of science, technology, engineering and mathematics(STEM) educated young people will come from non OECD countries mainly India and China.
New collaboration between HR-ON and LinkedIn will create a more effective match between companies and their future employees
LinkedIn is by far the world’s largest professional network, and it has one of the world’s most influential IT companies, Microsoft, at its back.
In the interest of delivering on their bold vision of creating economic opportunity for every member of the global workforce and mission of connecting the world’s professionals to make them more productive and successful, LinkedIn has begun partnering with select business across the Nordics and other regions of strategic interest.
HR-ON is the first company in Denmark to be selected for the official partner program and has high hopes for what the partnership will bring to the business and its customers.
“I am proud that LinkedIn has chosen us to be part of their official partner program. It is a testament to the great team, product, and customers we have,” says HR-ON CEO, Ali Cevik.
HR-ON provides a cloud-based IT system that automates the customer’s recruitment process. The partnership allows HR-ON’s customers to post their job listings directly to LinkedIn within the HR-ON recruitment system which both saves time and allows customers to leverage the power of LinkedIn’s network to find the best candidates.
“Its a win-win for all parties. There is a lot of talk about companies having challenges finding qualified employees. Now, the world’s largest business network and all the insight they have into the global workforce will be right at our customer’s fingertips from within our system. The collaboration is exciting because it has the potential to change the way people find new employees in Denmark,’’ says Ali Cevik.
LinkedIn was purchased by Microsoft two years ago and has accumulated more than half a billion users worldwide with more than two million of them located in Denmark.
The collaboration with LinkedIn takes place under our Danish brand name HR-Skyen. To learn more about what HR-ON can do for your business, enter your details here and we will be in touch.