I was discussing with an HR Director this week how the pandemic had put back their already struggling diversity agenda. Keen to take immediate action and not knowing where to start, I wanted to propose something simple and effective.
"We asked some of our successfully placed candidates from diverse groups what attracted them to the company. The responses were varied and complex, but a clear and easy win emerged. "
Our efforts
We have focused our efforts on delivering improved gender diversity through our services this year as part of our wider work on sustainability. Consequently, we asked some of our successfully placed candidates from diverse groups what attracted them to the company. The responses were varied and complex, but a clear and easy win emerged.
The feeling, rather than knowledge, that a company’s culture is inclusive is critical. How that was initially communicated – usually through diversity statements – was key in delivering this message.
My advice to the HR Director looking to take their first steps on this journey was to communicate their diversity vision effectively.
- Use simple and clear language stating exactly where the company aspires to be (sell the vision and show you are invested
- Back it up with a section on diversity and inclusion on your corporate website to discuss what this means for your business (definitely include case studies if possible).
- Keep the statement prominent on materials (not in small print or at the end or just on the job description).
Get in touch
6 Group is a facilitator of change for its clients. We work with organisations to help define their transformation goals, build and conduct the change plan, and partner with them throughout the journey.
If you’d like to discuss how 6 Group can help your company achieve its organisational change, get in touch:
- enquiries@6-group.com
- +44 (0)161 926 4320
