Last year, we saw companies and individuals worldwide pledge their support to Black Lives Matter. Now it’s time to translate that pledge into positive action, by turning your business culture into one of inclusivity, diversity and change. Jason Sinclair, Relationship Director at Profile Resourcing, explains how and why businesses should incite inclusivity-driven cultural change in 2021.
The fundamental importance of an inclusive culture
Accenture’s Getting to Equal survey found that diversity and inclusion is not a top strategic priority for most business leaders. That’s right, is not a top strategic priority!
This isn’t just disappointing, but it also suggests many businesses underestimate the fundamental importance and benefits of an inclusive culture, including:
- It’s morally and ethically right – an inclusive culture that welcomes, supports and develops employees regardless of their background is morally and ethically right – there’s no question about it.
- It attracts talent – an inclusive culture widens your candidate pool substantially – attracting a diverse workforce that fosters innovation and creative thinking.
- It improves performance – research shows a 12% positive increase in employee performance in diverse organisations, compared to non-diverse organisations.
- It retains talent – and who doesn’t want to stay working for a successful company with exceptional talent and values that mimic your own? Inclusive cultures retain talented employees for the long-term – multiplying the benefits while reducing recruitment costs.
How to drive inclusive culture change?
We all know business cultures are difficult to shift – they’re innate, stubborn and self-fulfilling. But the importance of inclusivity far outweighs the difficulties of change.
The best places to effect meaningful cultural change are:
- At the top – with full executive buy-in and realisation that this requires commitment and dedicated resource.
At the beginning – using your recruitment process to inject inclusivity into the veins of your business by:
- Attracting the right mindset to support an inclusive culture.
- Setting cultural standards at the beginning of the employment relationship.
- Boosting diversity at board, management and employee levels.
- How to implement recruitment-led cultural change
At Profile Resourcing, we pride ourselves on being an inclusive recruiter of choice in Milton Keynes and the surrounding areas. This means I regularly speak and work with senior leaders about how to pipeline talent that drives inclusivity.
The key areas to focus on are:
- Job advertisements – using wording and phrasing that encourages talent from all backgrounds to apply.
- Job requirements – ensuring essential skill requirements don’t unnecessarily bar certain groups from applying.
- Job placement – using job boards that reach a diverse range of candidates, alongside executive search methods.
- Policies and procedures – implementing flexible policies and career progression routes that work for everyone.
- Salaries and benefits – paying everyone fairly and equally.
Businesses that fail to keep up with the pace of inclusivity-based change will only fail their employees and fail to succeed. Don’t let this be you.