Due to increased interest around ED&I and demand for more inclusive shortlists, we invited Adam Tobias, from Inventum Group, over to Rutherford Briant to help us become better equipped to advise our clients on the benefits and tactics behind ED&I within the recruitment process. It was interesting to sit down and talk as a team about ED&I and realise that we were all just as uncertain about how, when or why we should address ED&I with our clients.
Engaging in these conversations can bring about several benefits, including discussing and promoting diverse hiring practices, ensuring they consider a wide range of candidates regardless of backgrounds.
Some of the benefits of having ED&I conversations with clients include:
- Attracting diverse talent: Discussing ED&I initiatives demonstrates your commitment to diverse hiring practices, attracting a more diverse pool of candidates who are more likely to apply to companies that prioritise inclusivity.
- Access to a broader talent pool: Diverse candidates may offer unique perspectives and skills that could benefit a company. Having open conversations about ED&I can encourage wider ranges of talent and experiences.
- Enhanced company reputation: Companies known for inclusive practices are more attractive to customers and potential employees. Adopting and showcasing ED&I initiatives contributes to enhancing reputation in the job market and industry.
- Innovation and creativity: Diverse teams are often more innovative and creative. Having conversations about ED&I, emphasises how diverse teams can lead to a broader range of ideas and solutions, contributing to growth and success.
- Better employee performance and engagement: Inclusive workplaces tend to have higher levels of employee satisfaction, engagement, and retention. Discussing the benefits of ED&I can highlight how these factors can positively impact company culture and bottom line.
- Legal and ethical compliance: ED&I conversations can help stay informed about relevant laws and regulations related to diversity in hiring. It ensures recruitment processes are fair, compliant and aligned with ethical standards.
- Mitigating bias in hiring: Discussing bias and diversity allows you to address potential biases that might unintentionally effect hiring decisions, leading to more objective and fair candidate evaluation processes.
- Adapting to changing demographics: As society becomes more diverse, companies need to reflect this to remain relevant and competitive. Initiating ED&I conversations, you help your clients adapt to changing demographics and stay ahead in their industry.
- Long-term success: ED&I initiatives aren't just trends; they are essential for long-term business success which help build a sustainable talent pipeline and a culture that values diversity and inclusion.
- Partnership strengthening: Open conversations about ED&I can lead to stronger relationships. Demonstrating expertise in this area, you as a recruiter can position yourself as a strategic partner who cares about success, beyond just filling job positions.
After all, ED&I within the workplace means “an environment where everyone is welcomed, personal characteristics are valued and the barriers that have prevented some peoples’ full participation, have been removed” and who would not want to work for a business like that?
After the training and follow-up session from Adam, we talked about how we plan on implementing a more inclusive recruiting process and some of these include:
- Creating inclusive job descriptions, adverts and campaigns – being mindful of jargon, careful of gender coding and only listing relevant skill requirements.
- Designing and conducting inclusive interviews – remembering to ask the question regarding the need for adjustments in the interview process, asking the same questions in the same order for each candidate and with a variety of behavioural, values and skills questions.
- Starting the conversation with stakeholders around ED&I and what it means to them – this helps your client see you as the expert and the right person to make sure they are getting their ED&I right.
Every client will be at a different point in their ED&I journey, so it is really important to listen, educate and collaborate to achieve meaningful change. But it is exciting to think that we, as recruiters, could be part of that change.