TALiNT International, brought to you by TALiNT Partners provides invaluable information that enables businesses to make informed, strategic decisions. Our curated insights are your tools for problem-solving, fostering growth, and achieving success within talent acquisition and staffing.

focus on DE&I encourages workforce creativity

Being part of a diverse workforce ‘boosts employee satisfaction’

Hiring diverse candidates creates an ideal space for innovation and creativity.

Content Insights

Focus on DE&I during the onboarding process helps to ease new employees into the role.
Supporting employees’ mental health provides a positive working environment.
Encourage employees to take an active role in making the organisation more inclusive.

Table of Contents

Information

Categories

Author

Offering a greater variety of diverse experiences in a team enriches the workplace, according to a report by the digital staffing agency Coople.

This is reinforced by a study carried out by McKinsey, which cited that companies with a diverse team have a 12% higher chance of financial success – with ethnic diversity increasing the likelihood of high performance.

The Coople research explored the business benefits of being a diverse and inclusive (DE&I) workplace are widespread including: Increasing the talent pool, showing a proactive commitment to social responsibility and additionally valuing the wellbeing of all employees. Supporting employees’ mental health provides a positive working environment – helping to reduce the fluctuation rate and costs associated with onboarding and training new employees.

It’s vital for staff at all levels to engage in training and to embed the values of DE&I fully into the organisation.

Keeping DE&I front of mind, during the onboarding process, helps to ease a new employee’s transition into their new role. For example, an organisation that approves a new employee’s request for accommodations due to their disability will improve their onboarding experience.

Provide training to help employees develop their understanding of diverse perspectives, and to encourage them to take an active role in making the organisation more inclusive. It’s vital for staff at all levels to engage in training and to embed the values of DE&I fully into the organisation.

Making digital resources accessible using technology such as subtitles and high-contrast colour schemes will enable staff to access the company website and internal platforms. Building a legal and cultural framework, using regulations and principles will help support company goals.

However, there are roadblocks companies face when implementing new DE&I policies including: Employee prejudice and the fear of change. These issues can be explored with training and awareness campaigns and clear communication to help build a company-wide positive attitude.

The full article can be found here.

Share

Lorien MPU
TIARA Awards MPU