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Written by Julie Reed

Julia Reed holds a Master of Arts in Education. She spent six years coaching students. She is a freelance writer now. She can handle writing on any topic.

Our society is ever-evolving. Increasingly, we are making space for, and actively listening to, traditionally underrepresented groups within our community.

Diversity is essential, as much in personal life as it is in business. Accessible and inclusive workplaces reflect an organisation’s culture and inclusive policies. That is why the concept of inclusive recruitment appeared. 

Inclusive recruitment is a forward-thinking corporate practice that involves creating diverse professional environments. It’s important to note that hard and soft skills are not neglected here. They are still the vital recruitment requirements. However, there is no discrimination based on gender, age, race, or background beyond that. Inclusive workplaces offer accessibility to all. 

Why are inclusive hiring practices essential? 

Inclusive recruitment is in the spotlight, as it is exceptionally vital for a company’s success. 

First of all, inclusive recruitment helps level the playing field for all applicants and fight against recruitment bias and other forms of discrimination. 

From a business perspective, inclusive recruitment provides many advantages. Inclusivity in the hiring process is a way to make business further productive. In diverse teams, people are more collaborative, which means business is more powerful. Equality and diversity in the workforce encourage individual contribution and responsibility, thus giving birth to new ideas and raising a company to a whole new level. There is also higher retention amongst talented employees.

Why is it essential to have a diverse and inclusive workforce?

The positive impact of diversity and inclusion is no longer debatable. 

Why? Let’s look. 

When decision-makers and HR teams eliminate possible biases, they greatly improve the talent acquisition process. Once your business’s image is set up as an open, non-discriminative, and globally accepted firm, then a diverse range of employees prefer to become a part of your environment. That opens up a way to different perspectives and future opportunities. 

So, it is a mutually beneficial interchange. Businesses help unrepresented groups build a career with no discrimination, and companies are more profitable and innovative. 

What is also vital to recall is that by combining different experiences, business stakeholders can have a broad range of understandings. 

Inclusive hiring practices are linked to a company’s financial success. 

Why so? 

Combining different experiences makes it easier for business stakeholders to understand their customers’ pains. With better understanding, companies can make more valuable propositions to meet customers’ needs as accurately as possible, showing them many shared interests between them.

Here are some relevant facts and statistics to prove the above theses:

  • Above-average-diverse businesses are almost 20% more innovative than below-average-diverse ones
  • 33% of ethnically diverse teams outperform less diverse teams. 
  • Diverse companies are 70% more likely to capture new markets.

Research also shows that inclusive teams are more innovative and are also more engaged and creative. 

Having diverse teams is crucial in the global economy. What’s more, it is opening up lots of unique advantages for companies and employees. For example, hiring more talents, opening various perspectives, better business performance, and so on. Make sure you have a complete picture of the benefits of diversity and inclusion recruitment strategies! 

For the full blog and toolkit, you can read more here.

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