Beyond good intentions: how to strengthen diversity and inclusion in the workplace

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Business Reporter: ‘Beyond Good Intentions: How to Strengthen Diversity and Inclusion in the Workplace’

diversification.io A business reporter is a client.

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Companies with the highest proportion of ethnic and cultural diversity are 33 percent more likely to outperform their competitors.

The business case for diversity is stronger than ever – not to mention ethical and social responsibility, whether in terms of gender, ethnicity, culture, disability, age or any other characteristic that may set you apart. You might think this is old news by now, but lip service to the importance of diversity has been paid in abundance, but the reality is that progress remains sluggish.

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Cynthia Davis, co-founder of Diversifying.io, reflects on early in her career, “It’s hard to find your voice when you’re the only person in a room looking like you. ‘I was black and a woman in a world who supported people of a particular background, a particular voice and a particular that didn’t align with me.’

A pre-pandemic CIPD survey found that just 14 percent of employers held diversity and inclusion Among his top three HR priorities, falling down to just five per cent in a month in lockdown. While diversity and inclusion are undoubtedly high on the priority list now and progress is indeed being made, much remains to be done. There is a fear that the ‘business as usual’ approach is falling back in companies that still have plenty of work to do.

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We have seen some large corporations condemning systemic racism in the UK over the past year and a half, but if you take a closer look at their team, especially at the senior leadership and board level, there is no representation – in the FTSE 100 companies. Of the 37% have no ethnic diversity at the highest level.

How do we accelerate this pace? How do we move from good intentions to effective change? Research shows that there is no dearth of goodwill in this area. People generally want to do better. It is strategy, information and budgeting that is often missing, which can put employers in the trap of ‘tick-box’ practice.

Cynthia has tackled these issues from the outside — beginning her career often as the only woman of color in the room — and from the inside, progressing within the recruiting industry before making the leap to start her own company. Diversifying.io is a women’s and minority-owned career platform on a mission to challenge traditional and biased recruitment processes. They urge companies to stop looking at diversity and inclusion in silos and look at the issue more holistically, from recruitment to progress to retention. This is a complex problem that requires many ongoing solutions.

Diversifying.io is a separate job board, allowing employers to show their jobs to a diverse community and take steps to attract job seekers from all backgrounds. Unlike other recruitment platforms, diversity and inclusion are intertwined in what Diversifying.io does. Equality is their driving force, and this is what sets them apart from other career platforms.

To date, Diversifying.io has advertised more than 10,000 positions for over 800 companies, and they’ve attracted more than 200,000 job seekers to the site over the past year. The platform excludes anyone and is open to all career levels and industry sectors, working with organizations from Sky and eBay to Shelter and Mind. By advertising on Diversifying.io, organizations are choosing to make a difference. They are choosing to prioritize representation, commit to inclusion, and demonstrate what they have already done to support underrepresented communities through their initiatives, culture and strategies.

‘Advertising on Diversifying.io is a matter of verbs being louder than words,’ continues Cynthia. ‘By joining us, employers demonstrate that they are truly committed to building an inclusive work culture and that they understand the benefits that come from allowing people to be authentic at work.’

meeting diversification.io To contact and reach more diverse talent

originally published on business reporter

Credit: www.independent.co.uk /

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