The issue of diversity within business is being addressed by the majority of companies and while the moral reasons for doing so are obvious and remain a priority, there is also a good business case to do so, says recruiting experts Hays in the latest edition of the Hays Journal launched today.
Lacking an inclusive workforce could be potentially damaging to a business. Each individual is shaped by their background and experiences, giving them individual qualities and a different way of thinking from one another. Businesses can reap the benefits of a truly diverse workforce through successfully harnessing the skills of a wider talent pool.
“Improving representation through addressing diversity issues is crucial and is something that every business leader should be looking to address,” says Simon Lance, Managing Director of Hays in China. “Through recognising the value that individuals can bring to a company, you are encouraging innovation. It will create improved problem solving due to the simple fact that we all look at and solve problems differently.”
While there needs to be a focus on fostering an inclusive culture of diversity among existing staff, businesses need to ensure their hiring plans take this into account too. Having a workforce that embraces diversity and free thinking can be achieved through attracting top talent that represents a wide range of experiences and backgrounds.
“When considering new hires a business must first look at its process; is it limiting the type of personalities you are attracting? Make sure that everything from the CV to the interview process is inclusive and welcomes people from various backgrounds and experiences,” says Simon.
Each employee has their own unique way of being able to contribute to the company and it is the responsibility of their line managers to know the strengths and weaknesses of their own team. Encouraging diversity of thought will enable businesses to put their employees to the most effective use. Simon adds, “Businesses should consciously drive an inclusive culture and create an atmosphere where employees are able to share their ideas and views, as well as respect others.”
Simon closes by saying, “The challenge of continuing to access the skills of our most talented people is not a luxury, but a business imperative. It is one that, if planned and supported well, will reap the value of its investment many times over and ensure organisations have access to a deep and sustainable talent pool upon which to draw when planning for success.”
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Hays plc (the "Group") is a leading global professional recruiting group. The Group is the expert at recruiting qualified, professional and skilled people worldwide, being the market leader in the UK and Asia Pacific and one of the market leaders in Continental Europe and Latin America. The Group operates across the private and public sectors, dealing in permanent positions, contract roles and temporary assignments. As at 31 December 2015 the Group employed 9,420 staff operating from 248 offices in 33 countries across 20 specialisms. For the year ended 30 June 2015:
– the Group reported net fees of £764.2 million and operating profit (pre-exceptional items) of £164.1 million;
– the Group placed around 63,000 candidates into permanent jobs and around 200,000 people into temporary assignments;
– 23% of Group net fees were generated in Asia Pacific, 41% in Continental Europe & RoW (CERoW) and 36% in the United Kingdom & Ireland;
– the temporary placement business represented 58% of net fees and the permanent placement business represented 42% of net fees;
– Hays operates in the following countries: Australia, Austria, Belgium, Brazil, Canada, Colombia, Chile, China, the Czech Republic, Denmark, France, Germany, Hong Kong, Hungary, India, Ireland, Italy, Japan, Luxembourg, Malaysia, Mexico, the Netherlands, New Zealand, Poland, Portugal, Russia, Singapore, Spain, Sweden, Switzerland, UAE, the UK and the USA