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Employment trends index slips in May

Selective industries experience cooling job market

The Employment Trends Index, published by The Conference Board, experienced a slight decline in May, with a reading of 116.15 compared to an upwardly revised reading of 116.79 in April. This decline is primarily observed in specific industries, particularly the information sector.

Selcuk Eren, a senior economist at The Conference Board, commented on the situation, stating, “The Employment Trends Index showed a slight decrease in May, continuing its gradual decline since reaching its peak in March 2022. Despite this, the index remains at a relatively high level, indicating that job gains are expected to persist in the coming months, albeit at a slower pace.”

Eren highlighted that job losses are concentrated within a few sectors, while other industries are still struggling with labor shortages and continue to create employment opportunities. He further emphasized, “Overall, we are still facing a tight labor market, especially when compared to pre-pandemic conditions. Job growth is happening across the economy, with in-person service sectors leading the way. Industries such as leisure and hospitality, as well as the government sector, which are yet to fully recover from the pandemic, are projected to continue adding jobs. Additionally, the healthcare and social assistance industry will experience sustained employment growth due to the aging US population.”

Although the labor market cooling is currently limited to select industries, notably the information sector encompassing tech companies, Eren mentioned that weaknesses are emerging in other labor indicators. These include a decline in voluntary resignations and a surge in layoff announcements during the first five months of 2023.

The Conference Board anticipates that the Federal Reserve will increase interest rates by 25 basis points at least once to curb wage growth and alleviate inflationary pressures.

The decline in the Employment Trends Index for May can be attributed to negative contributions from five out of its eight components, namely the percentage of respondents reporting difficulty in finding jobs, real manufacturing and trade sales, the percentage of firms unable to fill positions currently, job openings, and industrial production.

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Two-thirds of small businesses to try generative AI over next 12 months

Small businesses embrace generative AI tools

According to a recent report by FreshBooks, the impact of artificial intelligence (AI) on organizations continues to grow, with 25% of small businesses currently utilizing or testing generative AI tools. Encouragingly, two-thirds of these businesses plan to explore these tools for their work within the next 12 months. The report surveyed 1,000 small-business owners from diverse industries in the United States and Canada during May.

The findings suggest that small-business owners are not overly concerned about AI replacing their roles, as only 44% of respondents anticipated hiring fewer people in the future due to the capabilities of AI. Mara Reiff, Chief Data Officer at FreshBooks, explained, “Anxiety over AI has been growing lately, with workers in certain industries expressing concerns that their jobs will be replaced. In the world of small business, it appears that owners don’t feel particularly threatened and don’t believe artificial intelligence can do their jobs just as well as they can. On the other hand, their eyes are wide open to the potential of using AI as a support to help them scale.”

The survey revealed that the majority of current generative AI adopters are employing it for text generation purposes, while others are leveraging its abilities to create images or conduct general business research. Most respondents reported using AI-generated content on their business websites and social media platforms. However, fewer participants stated that they utilize generative AI content for customer support and communications.

Regarding the impact of AI on their businesses, 60% of respondents believed that AI would bring about significant changes within the next five years. The areas expected to be most affected include business analytics, sales and marketing, and customer communications, according to the report. On the other hand, respondents rated human resources, recruiting, and service delivery as the areas least likely to be impacted by AI.

Despite the growing adoption of AI, privacy, ethical concerns, and intellectual property issues were significant points of worry for 80% of small-business owners. This demonstrates a recognition of the potential risks associated with AI implementation.

Overall, the FreshBooks report highlights the growing acceptance and optimism surrounding the use of generative AI tools among small businesses. As these businesses explore AI’s potential to support their growth, they remain mindful of the ethical and privacy considerations associated with this technology.

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Legislation aims to make benefits more accessible to contingent workers

The program intends to enhance accessibility to various benefits

A new piece of legislation has been introduced by bipartisan US senators, aiming to simplify the process for independent workers, including independent contractors and temporary workers, to receive essential benefits like healthcare and life insurance. The proposed act, known as the “Portable Benefits for Independent Workers Pilot Program Act,” intends to enhance accessibility to various benefits, such as retirement savings, workers’ compensation, disability insurance, sick leave, and training. It also includes provisions for allocating $20 million in grants to states, supporting innovative portable benefits programs.

The lawmakers behind the bill, including US Sen. Mark Warner from Virginia, emphasize the need to adapt to the evolving nature of the American workforce. With an increasing number of individuals engaging in part-time, contract, or other non-traditional work arrangements, the current retirement and savings programs are insufficient in meeting the needs of these workers. The proposed legislation seeks to foster experimentation and implementation of portable benefits programs at the state and local levels, acknowledging the realities of the 21st-century workforce.

The bill’s introduction is a collaborative effort, with Sen. Kevin Cramer from North Dakota and Sen. Todd Young from Indiana joining Sen. Warner. The lawmakers stress that independent workers constitute a significant portion of the workforce, yet they often lack access to the benefits commonly provided by employers. They argue that non-traditional workers in North Dakota, and across the nation, deserve the same financial stability and benefits as their counterparts in conventional employment arrangements. The proposed pilot programs would encourage state and local governments to facilitate portable benefits, thereby providing additional financial security for independent contractors.

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Job openings rise in April to highest level since January

Fewer workers are quitting and labor market remains strong

According to the US Bureau of Labor Statistics, seasonally adjusted data released today reveals that job openings in April surpassed those in March, reaching their peak since January. Conversely, separations, including both quits and layoffs, decreased in April compared to March and reached their lowest levels since 2021.

ABC News reported that the unexpected surge in job openings highlights the robustness of the US labor market. Nick Bunker, research director at the Indeed Hiring Lab, stated, “Demand for workers remains strong, and the labor market continues to perform well.”

In April, the US witnessed a total of 10.1 million job openings, reflecting an increase of 358,000 positions from March. However, when compared to the same month last year, there were 1.65 million fewer job openings.

The sectors experiencing growth in job openings were retail trade, healthcare and social assistance, as well as transportation, warehousing, and utilities.

Total separations declined by 4.8% in April compared to March, with a year-over-year decrease of 7.6%. These figures marked the lowest level since May 2021. Separations encompass both voluntary resignations (quits) and layoffs or discharges.

In April, quits amounted to nearly 3.8 million, representing the lowest level since March 2021. This indicated a decrease of 49,000 from the previous month and 704,000 from the previous year.

Meanwhile, layoffs and discharges in April totaled 1.58 million, indicating a decline of 264,000 from March. However, the number of layoffs and discharges increased by 239,000 compared to the previous year.

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Employers that invest in social ESG goals will thrive in 2023

The rise of ESG as a business imperative

Employers are currently confronting a crucial moment when it comes to focusing on environmental, social, and governance (ESG) issues, driven by the societal, geopolitical, and economic challenges of recent years. With workplace flexibility, equity and diversity, and the pressing climate crisis at the forefront, companies are under increasing pressure to take meaningful action. ESG has become not just a moral imperative but also a business necessity. While sustainability initiatives have dominated the ESG conversation, attention is now shifting towards the social aspect, encompassing the goals companies establish, monitor, and share.

In the year 2023 and beyond, there are three key social areas that companies should prioritize. The past couple of years have blurred the boundaries between personal and professional lives for many of the 160 million individuals in the U.S. workforce, leading to feelings of isolation and widespread burnout. Disturbingly, in 2022, 2 out of 5 workers reported that their mental health had been negatively affected by their work environment. High levels of stress among employees can result in increased absenteeism and reduced engagement, ultimately impacting a company’s bottom line.

Fortunately, by prioritizing mental health and personal development, employers can foster a positive cultural shift. Implementing initiatives like “mental health” or “no meeting” days, wellness breaks, and short-term disability coverage can significantly boost company morale. Particularly during uncertain times, building a culture of trust and flexibility has been proven to enhance employee engagement, productivity, talent retention, and overall satisfaction.

Equality, diversity, inclusion, and accessibility have long been essential targets for most companies’ social goals. It has become customary for companies to collect and disclose data on how they ensure equality across racial, cultural, generational, gender, and other dimensions, including intersectionality. Astonishingly, 76% of job seekers consider a diverse workforce when evaluating potential employers. Diverse companies experience 2.5 times higher cash flow per employee, and those that prioritize gender diversity are 15% more likely to surpass their industry’s median financial returns.

Mentorship and sponsorship are powerful tools to bolster employee morale and engagement. Recent research indicates that inclusive mentorship programs play a pivotal role in attracting and retaining diverse talent, with women and minority groups recognizing the value of mentorship and sponsorship in their career development. It comes as no surprise that companies aiming to “make a difference” will continue to play a significant role in 2023 and beyond. Employees and consumers expect the companies they support to stand for something, with 70% stating that their sense of purpose is derived from their work.

Companies must leverage employees’ sense of purpose to guide executive decisions and track the progress of their commitments. Employees need to see their leaders not only talk about these values but also act upon them. Initiatives that are easy to implement, such as volunteer days, fundraisers, donation-matching, and environmental pledges to combat the climate crisis, exemplify mutual aid and can greatly benefit a company’s workforce as well as the planet.

In many ways, the tumultuous early 2020s accelerated progress in addressing long-overdue issues. Employees, shareholders, and consumers have clearly expressed the values they prioritize, and companies must listen and respond accordingly. The companies that invest in, measure, and transparently communicate progress on their social programs will thrive. Will your company be among them?

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Working parents report drawbacks to remote or hybrid schedules

Families face challenges in child care

According to a report from child care provider Bright Horizons on May 15, working parents are facing challenges in achieving work-life balance, child care, and combating loneliness, despite the flexibility offered by remote work arrangements.

Approximately 58% of working parents expressed relief and fulfillment from increased schedule flexibility. However, remote or hybrid work settings can lead to feelings of isolation. Around 47% of respondents reported only interacting with individuals in their household, while 41% said they went days without stepping foot outside their homes. Gen Z and Millennial parents appeared to be particularly impacted by these difficulties.

Bright Horizons CEO, Stephen Kramer, stated, “Many working parents are facing personal and professional struggles. While they have embraced a more flexible work environment, unintended consequences have emerged, affecting their mental well-being and ability to manage their responsibilities.”

Kramer emphasized the need for employers to step in and address these challenges, calling for well-defined benefit programs, mental and professional support services, and access to high-quality child and adult care.

A survey involving over 2,000 U.S. working parents revealed that 40% lacked access to the necessary child care, with 41% citing cost as a major barrier. This shortage of child care also affected work productivity, as half of the parents stated that their job performance suffered due to stress related to child care concerns.

The report discovered that many working parents are seeking assistance from their employers. Roughly half expressed a desire for more support, such as financial assistance for child care, on-site child care facilities, or the establishment of flexible spending accounts (FSAs) specifically for child care expenses. Emergency child care and regular child care services were among the top five benefits that employees believed would incentivize them to stay with their current company.

Nationally, the absence of reliable child care is resulting in a loss of approximately $122 billion in earnings, productivity, and revenue annually for parents, employers, and taxpayers, as revealed by a recent report. For employers, this translates to over $1,600 in reduced revenue per working parent.

To address this issue, the Biden administration has proposed a budget that includes measures for affordable child care, universal preschool, and up to 12 weeks of paid family and medical leave. While it is uncertain whether these provisions will pass Congress in their entirety, certain aspects may gain bipartisan support and become more popular among employers.

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LinkedIn rolls out job ad verifications

The offering strengthens job post verifications

In a recent announcement on Monday, LinkedIn has initiated the implementation of verifications on job posts, enabling users to determine the authenticity of the poster. The verifications encompass various aspects, including affiliation with an official company page, verification of work email or workplace, and validation of government ID through CLEAR. This step is part of LinkedIn’s ongoing efforts to enhance transparency and security within its platform.

Earlier in April, LinkedIn introduced additional means for recruiters and job seekers to verify their accounts at no cost. These methods include government ID verification and confirmation of work email addresses. Moreover, companies utilizing the Microsoft Entra platform can issue digital workplace IDs, further bolstering verification processes.

To combat potential scams and protect users, LinkedIn will now flag messages containing “high-risk content.” These include instances where recruiters request applicants to continue conversations on alternative platforms, which could indicate fraudulent activities. This measure aims to address the proliferation of fake job applicants and deceptive job ads that have become more prevalent amid the pandemic and the rise of remote work.

During the summer of 2022, the FBI issued a warning regarding fraudulent candidates utilizing deepfake technology to conceal their identities. Such individuals would infiltrate companies, gain access to company logins, and compromise sensitive information. To safeguard against these schemes, experts advise HR departments and recruiters to exercise due diligence by thoroughly verifying employee documents, examining social media profiles, and paying close attention during video interviews. It is crucial not to overlook any feelings of unease or suspicion, as they may indicate potential scams, as advised by industry professionals.

In addition to the risks faced by job seekers, fake job ads can also have detrimental effects on employers already struggling to find qualified talent. Building trust throughout the recruitment process is paramount, and a poorly executed recruiting arm can easily appear illegitimate. For instance, Indeed’s support page regarding job scams highlights unprofessional communication and missing contact information as warning signs associated with potentially fraudulent job ads.

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77% of IT professionals report an increase in base salary

Positive outlook for IT salaries

According to the latest report titled “InformationWeek 2023 US IT Salary Report: Rising Salaries and Closing the Gender Pay Gap,” the salary prospects for IT professionals remain positive despite increasing labor costs and economic inflation, as companies strive to cut back. The report highlights several key findings that shed light on the current state of the IT job market.

In 2022, a significant 77% of IT professionals experienced a boost in their base salary. The median salary witnessed a 12% rise, climbing from $125,000 in 2021 to $140,000.

The survey also revealed that 61% of IT professionals expressed satisfaction with their overall compensation, while 62% reported being content with their jobs in general.

While the gender pay gap persists, both men and women witnessed salary increases. Women experienced a substantial 28% rise in their annual salaries, reaching a median of $135,000 in 2022. On the other hand, men’s pay increased by 9% to $140,000.

The report further disclosed that the majority of IT professionals, 58%, had no plans to seek employment at another organization in the following year. However, for those considering a job change in 2023, higher pay emerged as the primary motivating factor for 70% of respondents.

Sara Peters, the editor-in-chief of InformationWeek, commented on the findings, noting that despite uncertainties in the market, the IT pay outlook remains optimistic. Companies are adjusting salaries to account for the rising cost of living and are committed to addressing pay parity and diversity in their hiring practices.

Peters acknowledged the recent layoffs in the tech industry but emphasized that a significant majority of IT professionals still report positive job satisfaction. Additionally, almost nine out of ten respondents expressed confidence in their job security.

Looking ahead, Peters acknowledged the potential impact of generative AI and other automation technologies on IT salaries and hiring trends, stating that next year’s survey results will provide more insights.

The survey encompassed responses from 456 full-time IT professionals across various industries, including healthcare, financial services, banking, consulting, IT services, manufacturing, education, and government.

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C-suite given greater flexibility around training than ‘regular’ employees

42% of intermediate and junior staff struggle with “boring and unengaging” training

In the face of skills gaps and fierce competition for enhanced services and products, CYPHER Learning, a modern learning platform provider, has conducted research shedding light on the disparity between employers and employees regarding workplace development.

The study’s key findings expose a significant contrast in training opportunities. It reveals that a staggering 88% of business owners and C-level executives enjoy the freedom to choose when, where, and how they undergo training. In stark contrast, only 37% of entry-level employees have the same privilege. Additionally, 42% of owners and C-suite executives who received training in the past year reported having more training compared to the previous year, while just 17% of intermediate or entry-level workers experienced a similar increase.

Moreover, business owners and C-level executives are nearly three times more likely to describe their training as “enjoyable” and at least twice as likely to find it “inspiring” compared to junior employees. Conversely, 42% of intermediate and junior staff struggle with “boring and unengaging” training, with over a third (36%) agreeing that workplace learning and development (L&D) has become synonymous with “death by PowerPoint.”

Graham Glass, CEO of CYPHER Learning, commented: “When someone is starting out their career, that’s usually when they’re most in need of training. Too often, they don’t get it, which can hinder teams and individuals from reaching their full potential. For higher performance, businesses can reset the balance by delivering quality, ‘executive-style’ training to staff at all levels.”

Recognized as a crucial factor in achieving business growth, employee satisfaction, and successful recruitment, learning and development (L&D) holds immense importance. Analyzing the survey responses of 4,000 general workers in US and UK companies with over 500 employees, the survey findings indicate that 98% of all workers consider training important for their roles, with 64% acknowledging that professional development has provided them with a competitive edge. Furthermore, 76% of employees are more likely to remain with employers who prioritize training, as 71% believe that a lack of investment in training reflects a lack of concern for employees. Despite these positive attitudes towards training, a concerning portion of the workforce has not received any training in the past year, with 17% reporting no training.

Among those who have undergone training, a portion has failed to perceive its benefits, including 5% who believe they received no benefit, 31% who feel unprepared for future skills challenges, and 34% who forgot their training within a month of completing it. Notably, 26% of respondents view current training programs as wasteful, offering no business value.

Glass, continued: “Employees clearly place high value on training, which is why it can help to attract top talent. In fact, employees rank training as high a priority as healthcare. But not all training programs are created equal! A system that delivers forgettable, generalised content, or doesn’t keep workers competitive, is less valuable to them and the organisation alike.

It’s crucial that businesses modernise their development programs. But that’s harder with outdated infrastructure, content, and resources. Greater personalisation at scale takes a more agile platform – something that supports competency-based skills development one employee at a time. Such a platform can foster a culture of habitual reskilling that unlocks more potential organisation-wide and keeps the innovation engine purring.”

The research features within CYPHER’s The State of Corporate Learning and Development in 2023: Stuck in the Middle report, which can be downloaded https://www.cypherlearning.com/the-state-of-corporate-learning-and-developement-2023.

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Justice department settles with IT staffing firm over alleged bias in job ads

Innova Solutions settles immigration bias claims

Georgia-based IT staffing firm Innova Solutions, formerly known as American CyberSystems Inc., has reached a settlement with the US Department of Justice following allegations of immigration-related bias. The Department of Justice revealed that the company had advertised two positions in a manner that discriminated against certain applicants based on their citizenship statuses.

According to the Department, one of the allegations against Innova Solutions involved a discriminatory advertisement that exclusively targeted US citizens and lawful permanent residents while excluding US nationals, refugees, and individuals seeking asylum. The department further noted that the advertised position required access to materials subject to the International Traffic in Arms Regulations and Export Administration Regulations.

The Department explained that employers are required by law to obtain special authorization from the US government for certain workers if their roles involve accessing export-controlled items. However, under these regulations, US nationals, asylees, and refugees possess the same privileges as US citizens and lawful permanent residents, and no authorization is necessary for employers to share export-controlled items with these workers. Consequently, the Department concluded that Innova Solutions had no justifiable reason to exclude these individuals from the hiring process.

The company faced another allegation for posting a separate job advertisement that specifically targeted workers with temporary work visas, according to the Department.

Assistant Attorney General Kristen Clarke of the Justice Department’s Civil Rights Division emphasized that employers must not engage in unlawful discrimination based on an individual’s citizenship status during the job advertising process. The Department expressed this sentiment in a press release.

As part of the settlement, Innova Solutions has agreed to provide training to its recruiting and human resources staff regarding the Immigration and Nationality Act’s anti-discrimination provision. The company will also conduct a comprehensive review of its policies to ensure compliance with relevant laws and will be subject to monitoring and reporting requirements imposed by the Department. Additionally, Innova Solutions will be required to pay a civil penalty.

In response to the settlement, Innova Solutions released a statement to Staffing Industry Analysts, asserting its commitment to inclusive hiring practices and denying any unlawful discrimination or violation of the law. The company, identified as a Minority Business Enterprise, confirmed that it is collaborating with the IER (Immigrant and Employee Rights) to ensure ongoing compliance with the Immigration and Nationality Act.

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Talent Solutions

TALiNT Partners and Stratigens Join Forces to Revolutionize Talent Intelligence Solutions

TALiNT Partners and Stratigens are proud to announce a strategic partnership which will provide an unparalleled range of talent intelligence solutions to the needs of our members, partners and clients.

Alison Ettridge, CEO of Stratigens said “Companies do research on their customers, their markets and their competitors to inform decisions all the time. With Stratigens, they can now do research on the greatest asset –access to the workforce and people they need to deliver their strategy. Our partnership with TALiNT Partners will support our mission of putting human capital at the heart of business decision making. We are really excited about working with the team to overlay the insight that TALiNT Partners’ network brings with labour market data to empower HR, TA and business leaders to make critical strategic decisions.”

Ken Brotherston, CEO of TALiNT Partners added “for some time we have been looking for a partner to support the insight generated by our network with global workplace data to bring a unique offering to the market. Stratigens is the perfect partner to help us achieve this and together we look forward to continuing to help raise capability in how employers find and keep the people they need, and how staffing and talent solutions providers can better support their clients.”

About Stratigens

Stratigens software is helping the world’s best companies make smarter decisions about where to grow, who to hire from and the diversity of their workforce. We join the dots between the labour market, economics and locations. Putting human capital intelligence at the heart of decision making.

We live in a world rich with skills and geo economic data, but the data is messy, unstructured, big and in thousands of places. Stratigens uses the latest in machine learning and big data to gather, extract, categorise and label the data, and put it into a format that’s easy to digest. So our clients can make smarter, faster, more informed decisions.

Stratigens – https://www.stratigens.com

About TALiNT Partners

TALiNT Partners connects the talent ecosystem. We bring together a global network of leading employers and solution providers to make better talent and technology decisions. Providing intelligence, insight and peer-to-peer networking that drives quality, innovation and improves inclusion across the talent ecosystem

TALiNT Partners – https://talintpartners.com/

 

If you would like to know more about the partnership, please contact Ken Brotherston, CEO of TALiNT Partners, ken@talintpartners.com

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Nash Squared acquires Het Flexhuis

Acquisition strengthens Nash Squared as a major MSP

Nash Squared, a provider of talent and technology solutions, has become a major force in Managed Service Provision with its recent acquisition of Het Flexhuis – a Managed Service Provider (MSP) of talent and recruitment services based in The Netherlands.

Het Flexhuis has a strong track record in delivering outsourced recruitment services for government, public services, and commercial organisations and will operate as an independent brand within Nash Squared’s recruitment business Harvey Nash.

Bev White, CEO of Nash Squared, commented: “I am delighted to welcome Het Flexhuis into the Nash Squared family. It is our vision to help our clients access talent and technology in every way possible, and offering a high quality MSP solution is an important next step for us. Het Flexhuis brings enormous experience and expertise with them, and I am excited by the potential.”

Occo Lijding, MD of Harvey Nash The Netherlands, commented: “This represents a step change in how we can help and support our clients in talent and technology. I have long admired the team at Het Flexhuis, and when we met I was struck by how similar our values and ambitions were. They are the perfect fit for us, and I look forward to working with them.”

Frederieke Schmidt Crans, Managing Director, Het Flexhuis commented: “We are thrilled and excited to become part of Nash Squared. Our company was established ten years ago with a mission to create a world-class MSP with great people and processes at its core. We see joining Nash Squared as the natural next chapter in that success story.”

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Adzuna acquires job search engine Getwork

Search engines combine forces to accelerate Adzuna’s growth in the US

On Tuesday, 14 June, Adzuna announced their acquisition of the US job search engine Getwork.

The Getwork team, under the leadership of Brad Squibb, will be working alongside the Adzuna team, intending to accelerate Adzuna’s growth in North America.

Getwork links job seekers with vacant roles at North American companies by indexing millions of verified jobs daily directly from tens of thousands of employer career sites.

Adzuna, with headquarters in London, UK, Indianapolis, IN, and Sydney, AU, uses AI-powered technology to match people to jobs. The company has recently launched in Switzerland, Belgium, Spain, and Mexico. Their operations now cover 20 markets globally.

The two companies will operate as independent brands with their own established communities.

Doug Monro, CEO, and Co-founder of Adzuna, comments: “Adzuna acquiring Getwork will help us supercharge our growth in North America. The Getwork team’s stellar reputation for great service and delivery has led them to be trusted by an impressive roster of household name companies in the US. It’s also a great fit as their team and mission are so aligned with ours. The US enterprise market is crying out for strong alternatives to existing offerings and we’re looking forward to combining Adzuna’s marketing expertise, global footprint and programmatic job matching technology with Getwork’s deep industry knowledge and reputation to deliver even better for our customers. The US is the fastest-growing part of our business and this acquisition will accelerate our profitable growth trajectory.”

Brad Squibb, President of Getwork, comments: “Adzuna is a truly global business, operating across 20 countries, which creates an exciting opportunity for us to scale into new markets with the help of a brand that has already paved the way for international expansion. We can’t wait to join Doug and the team on this journey.”

 

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UK companies lack focus on diversity, survey reveals

Despite efforts there is still massive room for improvement in UK management and reporting

In research released today, findings reveal a lack of focus on progressing diversity in the workplace. In the study conducted by SD Worx, it was found that while 68% of UK companies are committed to removing unconscious bias in the recruitment process, many have failed to implement a reporting system to track progress on meeting ED&I objectives.

The survey revealed that only 26% of UK companies evaluate managerial commitment to achieving ED&I-related objectives. A further 32% admitted having no systems allowing employees to report discrimination.

The UK ranked third in its commitment to removing unconscious bias at 68% when it comes to ranking. Ireland ranked first at 74%, with Belgium coming in second, at 69%.

As far as rankings for equal access to training, the UK is slightly lower than other countries, with 64% of companies investing in equal access to training and development. Ireland (72%), Belgium (71%), and Poland (69%) topped the list.

While 64% of UK companies include transparency about ED&I goals and actions to attract a diverse workforce in their mission statement and corporate values, only 60% of the UK companies surveyed said that they promote ED&I in job advertisements, social media, and their websites.

The survey also revealed that countries vary in their level of focus concerning educating and involving managers in their ED&I policies. For example, in the UK, 60% of companies stated that they actively involve their managers in ED&I policies, and 60% provide internal training on the topic.

Colette Philp, UK HR Country Lead at SD Worx commented: “It’s no longer enough for businesses to say they prioritise diversity and inclusion. Instead, they must prove their commitment to achieving a more diverse workforce, both internally within their business and externally to attract talent.”

“There is more awareness than ever before regarding diversity in the workplace and it’s a deciding factor for many when it comes to searching for a role or staying with a business. A diverse workforce brings new experiences and perspectives and an inclusive environment allows individuals to thrive. If businesses aren’t already putting ED&I as a top priority, it’s essential they act now to do so.”

Jurgen Dejonghe, Portfolio Manager SD Worx Insights, added: “It’s important that companies start investing in an active reporting system about their actions concerning diversity, equality and inclusion. On the one hand, that data offers a strong basis for optimising the diversity policy with concrete and consciously controlled actions. On the other hand, such a system also provides clear evidence whether companies are effectively putting their money where their mouth is and not making false promises to (future) employees.”

For ED&I initiatives to be successful, change needs to come from the top, with proper rollouts and reporting system to track their progress.

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