by Simon McCune
Diversity and inclusion are words that are often used together, especially when we are discussing a company’s hiring and staffing efforts. However, while the two words are often said in conjunction, today we want to focus on inclusion, specifically, and your company’s efforts to create a culture that emphasizes diversity and equality in the workplace.
Now, reaching a more diverse applicant pool and hiring more candidates from underrepresented groups is certainly part of these efforts, and we encourage you to read some of the blogs we’ve posted recently on those essential topics (How to Reach and Hire Diverse Candidates). However, what we want to talk about today is how to build an inclusive work environment for your current and future workforce, by focusing on efforts you can make outside of the hiring process.
by Simon McCune
So, you’ve decided that diversifying your workforce is an important goal for your company. Great! As we laid out in our previous post (Why Diversity in the Workplace Matters, and How to Build It), increasing your business’s diversity, equity & inclusion efforts is not only the right thing to do, but it can also improve your bottom line. However, while setting the objective of boosting your organization’s diversity is an admirable place to start, what you may find more difficult is figuring out how to actually do it. Like anything else, hiring more team members of underrepresented groups doesn’t just happen with the snap of the finger. It takes intentional goal setting, perhaps some changes in your organization structure, and a whole lot of follow through.
But never fear because we’re here to help. The team at ExecuSearch has decades of experience in assisting a wide variety of businesses with their hiring needs, and we have always had a focus on presenting our clients with a diverse slate of talent. So, here is some advice we share with our clients while working with them to create a diverse workforce.
by Simon McCune
Diversity in the workplace has always been an important element to a company’s overall success, even if many corporations, both large and small, and their hiring managers are realizing its value far later than they should be. As our nation’s social justice movement continues its rightful push for inclusion and equality for all people, it’s important that business leaders and HR directors do what they can to ensure that the employees in their organization reflect the diversity of their customer base.
Long story short, diversity and inclusion in the workplace matters, and increasing the diversity of your organization can improve your bottom line. Keep reading to learn why diversity and inclusion within your institution is so essential, and what you can do to improve it.
Increased Diversity Can Help Drive Business Growth
Studies and surveys have long proved that increased diversity in an organization can lead to increased productivity and improved decision making. According to the consulting firm McKinsey, companies in the top quartile of executive-board racial and ethnic diversity are 35% more likely to financially outperform industry standards, while those in the top quartile of gender diversity are 15% more likely to do the same. Meanwhile, a whitepaper by the data firm Cloverpop indicates that inclusive corporate organizations make better business decisions than non-inclusive groups 87% of the time.
The truth is, promoting diversity and inclusion in the workplace isn’t just about doing the right thing or living up to your company’s core values, it’s also a good business decision. The numbers say that elevated racial, ethnic, and gender diversity can help your organization make better decisions and solve complex problems more efficiently. And, as we all know, numbers don’t lie.