Long journey ahead to embed diversity into the complete employment journey
According to a recent study, one in three UK workers has felt marginalised or excluded at work conducted.
The survey for the forthcoming book ‘Belonging: The Key to Transforming and Maintaining Diversity, Inclusion and Equality at Work’ indicates that there is still a journey ahead for creating diversity in every area of the business – from recruitment to promotions.
While many workplaces in the UK are diverse in terms of ethnicity, gender, age, and sexual orientation, others are not, and any diversity becomes scarcer in upper management and senior leadership.
Statistics show that:
- White groups are the most likely to be employed at 79.3%,
- Men have a higher employment rate in every ethnic group.
- 41% of LGBTQIA+ job seekers would not apply for a job with a company that lacks diversity
- The employment rate for disabled people sits at 52.7%.
- Almost one in five FTSE 100 companies don’t have ethnic minority members.
- Only two FTSE 100 companies have a female CEO.
Even though the UK has taken positive steps to create equality and diversity, there is much work to be done when looking at the overall picture.
Gerald Doran, Head of Recruitment and HRSS at Kura, has shared his tips for embedding diversity into the hiring process.
Create an equality and diversity policy
Diversity to needs to be enshrined in policy to be taken seriously. Laying out the company’s commitment to equality and diversity and how it will achieve them will ensure that it is enacted across all areas of the organisation.
A comprehensive policy should include
- The purpose of the policy and the commitment to diversity in the workplace.
- How diversity in the workplace will be increased
- How discriminatory behaviour will be eliminated.
- Details of the measures in place to ensure diversity within the business
- The behaviours expected of all employees
- A grievances procedure.
Consider a blind hiring process and an interview panel
Seventy-nine percent of HR employees have admitted that unconscious bias exists in recruitment in the UK. British job applicants with black or ethnic minority backgrounds must submit 60% more CVs to receive call-backs from employers, even if their skill set matches white jobseekers.
A blind hiring process may eliminate this. Candidates can submit their CV and cover letter in a manner that does not provide any demographic information such as gender, heritage, age, and location.
At the interview stage, these personal identifiers may be revealed. In addition, if the interview panel comprises employees from diverse backgrounds and various levels of seniority, bias can also be removed from the interview process and final decision.
Another option is to use sample tasks to help the recruitment panel look at the candidate’s skills rather than the demographics.
Recognise the benefits of diversity in your workplace
To best understand the benefits of having a diverse workforce, look into the benefits that it already offers. For example, women in leadership may be more empathetic. Leaders from different ethnic backgrounds can provide new perspectives for consideration.
Shakti Naidoo, HR Business Partner at Kura South Africa, commented: “At Kura South Africa, we have inductions and monthly sessions where we directly address conscious and unconscious bias.
As well as sessions on addressing conscious and unconscious bias, we created ‘Kura-Queens’, a space for women in the business to meet and discuss any issues around gender inequality in the workplace. Kura-Queens has led to “a team of strong women who support, motivate, and raise each other.”
We have a very equal gender split across all levels of seniority in our business. This gives us a unique, balanced workplace that values differing viewpoints and allows everyone to offer insight based on their personal experiences.
As well as creating equal opportunities for promotions within your organisation, highlighting the achievements of senior leaders from diverse backgrounds is important. They will be role models for other employees as well as prospective employees. We interviewed a number of our women in leadership for International Women’s Day and shared their inspiring words on LinkedIn in order to inspire others.
The UK has made positive steps when it comes to equality and diversity in the workplace but there is still a long way to go. Not only are marginalised groups still underrepresented in the workforce, but they also report feeling isolated and discriminated against. We have faced this challenge head-on at Kura and have a number of initiatives, from our comprehensive equality and diversity policy to Kura-Queens and beyond. Having a truly diverse workplace and recruitment process takes time to enact, but these are great places to start.”