Diversity & Inclusion (D&I): An Opportunity To Lead

The talent acquisition landscape is continually changing. Candidates have immediate access to more opportunities and there are more ways for employers to identify and engage talent. 

To ensure organisations remain at the forefront of hiring best practice, we have shared the following insights into how Diversity & Inclusion can positively influence hiring practices. 

"Diversity is being invited to the party; inclusion is being asked to dance."

- VERNA MYERS, CULTURAL INNOVATOR & ACTIVIST

The results from the 2017 Allegis Group Talent Advisory Survey demonstrate that Diversity & Inclusion (D&I) is front of mind for employers globally, with many organisations recognising the impact that D&I can have in the workplace. Attracting diverse workers is pivotal to filling critical roles, while keeping them engaged and offering the opportunity for career advancement is the key to retention and gaining the most value. Research conducted by Diversity Council Australia-Suncorp further supports this idea, as they found that employees who work in an inclusive team are:

  • 19 times more likely to be very satisfied with their job than workers in non-inclusive teams.
  • 4 times more likely to stay with their employer
  • 2 times more likely to receive regular career development opportunities.

Level of Priority

Whilst D&I has been identified as an area of significant interest, there is room for improvement. Allegis Group research found that just under half of employers surveyed report D&I as a top priority for the business (44%). High- performing organisations out-rank their peers in identifying D&I as a top business priority, but only by 16%. Additionally, 34% of employers say they are making significant progress, while only 27% say they have a well-researched and understood strategy in place.

It is not only organisations that see the importance of a diverse culture in the workplace. Research by Diversity Council Australia-Suncorp found that 3 out of 4 Australian workers support their organisations taking action to create a diverse and inclusive workplace.  

Tactics for Improvement

There was a consensus among employers surveyed by Allegis Group on the most effective tactics for D&I. According to respondents from high-performing organisations, leadership commitment is the highest-rated factor in improving D&I (88 percent), followed by employee training (56 percent), mentoring programs (38 percent), and internal D&I teams (38 percent). Tactics rated lowest in effectiveness include quotas (nine percent) and external D&I consulting (13 percent).

Regardless of what stage an organisation is at on their D&I journey, one thing remains clear - organisations who embrace D&I and are committed to improvement will find an increase in the quality and productivity of their employees.

For more insights and information on our Talent Advisory Survey and Thought Leadership please contact us 

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