Companies increasingly recognise the importance of inclusivity and diversity in the workplace, especially as many candidates now demand it. After all, a diverse workplace helps create an environment where employees feel good and do their best.  

What is a diversity recruitment strategy? 

In the beginning, diversity recruiting focused on metrics, but it has now developed a strategy that focuses more on how companies can create a welcoming environment that helps their employees feel at home as soon as they enter the door.  

It is a recruitment strategy that will constantly be evolving due to it being based on the following: 

  • business results 
  • community impact 
  • culture 
  • innovation 
  • job satisfaction 
  • workplace diversity 

Why is a diversity recruitment strategy important? 

Research by the UK Government shows that workforce demographics are changing fast, coupled with the fact that there are more job openings than people are looking for work.  

Employers are chasing valued talent in a candidate’s market, and people want to work where they feel comfortable. Therefore, candidates research diversity and inclusion at companies before applying.  

Companies with a diversity recruitment strategy have been shown to have better retention figures and are more likely to be seen as innovators. This is due to employees feeling they can be more creative and collaborative as they are free to be their authentic selves.  

How to create a diversity recruitment strategy 

When creating a diversity recruitment strategy, it is essential to consider how your recruiting agency and other factors outside your company may impact your efforts, such as: 

  •  Your company’s overall plans and goals – what are your business priorities, and how will your diversity recruiting strategy align with this? 
  • What other business initiatives are you planning – any initiatives you have planned that have to do with benefits, branding, candidate experience, career development, career planning, employee resource groups, future of work, pay, recruitment operations, skills gap, technology and more may affect diversity recruitment and retention. 
  • What other companies are doing to drive inclusion & diversity – keep an eye on what other companies are doing, especially competitors, to ensure you are up to date with best practices and current trends. 
  • What particular demographic groups are looking for in employers – what women want from employers might differ from what Gen Zs do. 
  • What is happening in the news – the national dialogue about things such as pay equity affects many employees, and they will be compelling CEOs to drive progress within the walls of their organisations. 

 Diversity in recruitment is only the beginning of diversity and inclusion in the workplace. Once we have helped you find the right candidate for your role, you need to ensure you keep them feeling included continually. Diversity and inclusion do not stop with recruitment; it is a continual task that must be focused on daily. 

 Agile Recruit can help you build the best team for your business – a diverse and inclusive one. Call us now to get started.  

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