Inclusive hiring has become vital to modern business practices as organisations strive to create a more diverse and equitable workplace. Fergal McPhillips argues that inclusive hiring is not just about a diverse organisation but about attracting and retaining top talent and creating an environment where employees’ unique perspectives are valued.
Inclusive hiring is the act of seeking out and hiring employees who are diverse in their perspectives, backgrounds and thought processes.
Generally speaking, it’s about recruiting people from underrepresented groups, such as people with disabilities, racial minorities and individuals from other marginalised groups.
Organisations must overcome unconscious bias in their hiring and remain open to diversity in all forms, whether the diversity of thought, cultural background or embracing differences in gender expression. An organisation must recognise that different ways of thinking, experiences and skills can benefit it.
Benefits
Inclusive hiring is increasingly becoming a priority for organisations in today’s diverse business landscape.
According to a study by McKinsey, companies with diverse workforces outperform their less diverse counterparts in terms of financial performance, with ethnically diverse companies being 36 percent more profitable than those who are not as diverse.
Furthermore, an inclusive hiring process is a more equitable hiring process and can help reduce the risk of discrimination and legal liabilities.
A report by Glassdoor found that 80 percent of jobseekers between the ages of 18 and 35 consider diversity an important factor when considering job offers.
Inclusive hiring is essential for organisations that seek to create a diverse, equitable and inclusive workplace culture that can attract and retain top talent and drive long-term business success.
It can also help improve employee engagement, satisfaction and morale while making a workplace more diverse, welcoming and productive.
Creating an inclusive culture
To engage in inclusive hiring and ensure it sticks, you must develop an inclusive company culture that truly embraces and celebrates the many differences that make people brilliant.
Creating a diverse working environment is a process, not an event. It won’t happen overnight. It takes time and commitment.
Your organisation must be ready to invest in the process, willing to hear new ideas, prepared to change its behaviours and encourage employees to change theirs too.
Creating an inclusive company culture is critical in attracting and retaining diverse talent and driving long-term business success.
This includes investing in diversity and inclusion training for all employees, ensuring equitable policies and practices, and establishing employee resource groups to provide a sense of belonging and community for underrepresented groups.
In addition, fostering an open and transparent communication culture is important, where employees feel safe to voice their opinions and concerns without fear of retribution.
This can be achieved through regular town hall meetings, one-on-one meetings with managers and regular employee engagement surveys.
Ultimately, creating an inclusive company culture requires a commitment from leadership to prioritise diversity and inclusion in all aspects of the business and to take proactive steps to create a workplace where all employees feel valued, respected and supported.
Fergal McPhillips is a Team Leader of Accounting & Finance Recruitment at Morgan McKinley
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