Diversity and Inclusion

Diversity and Inclusion

Diversity and Inclusion are common practices for organisations aiming for long-term success. Businesses that foster diverse, inclusive environments generally perform better financially and attract top talent. At Jackson Hogg, we are committed to helping companies embed diversity, equity and inclusion into their recruitment strategies and workplace cultures. In this blog, we are going to explore why diversity and inclusion matters, how it impacts recruitment and strategies to build inclusive organisations.

What is Diversity and Inclusion in the Workplace?

A diverse and inclusive workplace is one that makes everyone, regardless of who they are or what they do for the business, feel equally involved in and supported in all areas of the workplace. A recent survey found that 87% of businesses with a healthy balance of men and women are 21% more likely to out perform their competitors. Diversity refers to the presence of differences within a given setting, this includes: race, gender, age, disability, sexual orientation and more, whereas, inclusion ensures that people feel respected, valued and are able to fully participate and thrive. Organisations foster success when diversity and inclusion work together, creating environments where individuals feel a sense of belonging.

Why Diversity and Inclusion are Critical in Recruitment 

Research has shown many benefits of a diverse and inclusive workplace: higher revenue growth, greater readiness to innovate, increased ability to recruit a diverse talent pool and 5.4 higher employee retention. From a recruitment perspective, today's candidates especially Gen Z and Millennials are actively seeking employers that priorities diversity and inclusion. At Jackson Hogg, we help businesses build inclusive hiring strategies that broaden candidate pool and reduce unconscious bias.

Common Barriers to Diversity in Hiring 

Even with the best intentions, many organisations face challenges in creating truly inclusive hiring practices. Common obstacles include: unconscious bias in CV screening and interviews, non-inclusive language in job adverts, limited outreach that doesn’t reach diverse talent pools. A culture fit mindset that discourages diversity of thought, by recognising the barriers allows your organisation to create a more equitable recruitment process.

Practical Ways to Improve Diversity and Inclusion in Recruitment 

Businesses can take practical action by: using inclusive language in job descriptions, which avoids gendered terms or phases that could unintentionally discourage applications. By widening your talent pools and advertising roles across a broader range of platforms, including those specifically geared towards underrepresented groups. Implementing structured interviews, using consistent questions and scoring criteria to minimise bias and improve fairness. Lastly, invest in D&I training, will provide unconscious bias and inclusive leadership training for everyone involved within the hiring process.

How to Track Diversity and Inclusion Progress 

In order to improve you need to make sure that you track D&I metrics. By tracking your diversity reports, you can identify what’s working and where improvement is needed. Key D&I metrics are: applicant demographics at each hiring stage, retention rate for underrepresented groups, employee engagement and inclusion survey results. We partner with clients to continually review and refine their D&I strategies based on real data feedback. Investing in diversity and inclusion are essential for modern workplaces to create a strategic advantage over their competition. Inclusive organisations are more innovative, more profitable and better positioned than organisations that are not using common D&I practices. We are passionate about helping businesses attract, retain and empower diverse talent.

Contact one of our HR consultants today to learn how we can support your diversity and inclusion goals.