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Diverse Recruitment Strategies: no excuses in 2020

Workplace diversity is understanding, accepting, and valuing differences between people.

It seems like a distant memory, thankfully, that diversity in the workplace was a case of ticking a box – because we had to. Now, there is a real understanding of why diversity is important. And further, that having a diverse staff is not so much a challenge to fulfil – but in fact a massive opportunity for employers.

Research shows that as well as improving the bottom line, a diverse workforce leads to happier and more productive teams and drives innovation. However, despite this being widely recognised, only a small number of business have a diversity programme in place.

So, what can you do as a recruiting employer in 2020, to ensure an inclusive recruitment strategy?

Develop a collaborative approach – Throughout management, HR, Marketing – every part of your business should have a clear understanding of your diversity strategy, and their responsibility within it. Ingrain your values within your company culture.

Showcase your diversity brand – If you’re serious about being a business that values diversity, create an employer brand which represents that. But be authentic – potential employees will spot if you’re simply paying lip service.

Ensure diverse job candidates can find you – Could you open up the recruitment channels you normally use to reach a broader range of employees – job fairs for non-graduates, different social media platforms? Could you revisit the language you use to connect with candidates?

Reduce unconscious bias – It’s a tough job attempting to change deeply ingrained thoughts and beliefs. But learned stereotypes are a major barrier to achieving true diversity in the workplace. Having a third party assess candidate applications can be a highly effective strategy.

“Partnering with a professional recruitment company means that you are widening the talent pool, attracting more under-represented groups and eliminating the risk of influencing decisions made with bias.”

Garry Howling, Public Practice Recruitment Ltd

Measure your results – Diversity is a hot topic, but it should be more than a buzz word if you want to attract and retain a diverse workforce. With that in mind, what KPI could you use to measure the success of your diversity recruitment strategy in 2020? If your goal is to increase the number of female Senior Accountants in 2020, set yourself a realistic goal eg an increase of 20% of female Senior Accountants within 12 months. Remember, data is easy to present, but happiness within an organisation is hard to gauge but just as important.

British Advertising Exec and Facebook VP, Nicola Mendelsohn, is an advocate for the business case for diversity. She recently commented on new figures from the Institute of Coding.

It revealed that 70% of the 16-18 year olds surveyed, felt that the digital industry was run entirely by people of a white British ethnicity. She said “It’s super-depressing to hear those stats, but it’s also not a surprise. Yes, we are making progress at Facebook,” she says. “But there’s a lot more that we can still do.”

And if the giants at Facebook are admitting there is work still to be done, then the world of Accountancy has even greater strides to make.

“We regularly work with the top 100 accountancy firms, and many smaller but innovative firms. I’m proud of the steps I see being taken and pleased to be part of the revolution within the world of accountancy. But as an industry, we must all respond to the diversity agenda and tackle the issue head on.”

Garry Howling, Public Practice Recruitment Ltd

If you want to partner with a professional recruitment company to help with your diversity recruitment strategy in 2020, please get in touch today.

We know how candidates think – how their minds work. When it comes to all aspects of the accountant recruitment process, we’re the experts – always here to help.

Call 0333 577 7787.

Email – info@publicpracticerecruitment.co.uk

Or complete our submission form.

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