A five-point plan for building a diverse workforce

As companies adapt to an increasingly globalised and interconnected market, building a diverse workforce has become a central focus for businesses worldwide.

Not only is it a strategic advantage, but it also drives innovation, enhances decision-making, and improves financial performance. 

The conversation around diversity has changed significantly in recent years, moving from a compliance-driven approach to one that emphasises the benefits of a varied and inclusive team. Leaders across different industries are committing to creating environments where all employees feel valued and empowered to contribute their unique perspectives.

As businesses continue to prioritise DEI, they are exploring new strategies to attract, retain, and develop diverse talent. We explore what we believe are the key five elements of building, and retaining a diverse workforce.

1. Having a robust early careers strategy

Put simply, if you don’t have a junior hiring strategy then you don’t have a diversity strategy.

The junior talent pool is vast and diverse. It’s true that junior candidates will not have extensive experience, but they often possess immense potential. By making potential a priority when mapping out your team hires and builds you can identify individuals who are eager to learn, adaptable and capable of growing within your company. This approach allows you to cultivate a workforce that is not only skilled but also diverse in thought and experience, and has the potential to reduce future hiring costs

Our sister company, Dartmouth Partners is the expert in Early Careers recruitment, with more than twelve years of experience in successfully discovering and placing young talent into businesses. And we are able to leverage their network and expertise to help you begin your junior hiring strategy. No matter the size of your firm, you should start considering junior talent options - this doesn’t have to be a large cohort, as even 1-2 hires per year can make a big difference.

2. Creating safe and inclusive environments

Whilst hiring diverse employees is a great first step, it is equally important to ensure you are creating a workplace culture where all employees feel valued and thus, encouraged to stay with the business long-term. There are a multitude of ways to do this:

Mentorship programmes: Implementing mentorship programmes that pair experienced employees with those who are less experienced is a good starting point. These programmes provide guidance, support, and opportunities for professional growth, helping to bridge any gaps which might exist due to someone's background.

Reverse mentoring could equally have the same impact. This is an innovative approach where junior employees mentor senior leaders, typically on topics where the juniors have more expertise or a different perspective. This can help bridge generational gaps, challenge assumptions and promote cultural awareness.

Feedback mechanisms: You can also create regular feedback mechanisms to address employee concerns and improve the work environment. This can include anonymous surveys, suggestion boxes, and open forums where employees can voice their opinions. Actively listening to feedback and taking action demonstrates that the organisation values its employees’ input. 

Establishing Employee Resource Groups (ERGs): Making sure that your ERGs cater to various interests and identities within your workforce is another valuable tool. ERGs provide a platform for employees to connect, share experiences, and advocate for their needs. These groups can play a crucial role in creating community and belonging.

3. Leadership commitment

For any diversity and inclusion strategy to be truly effective long-term, it must start at the top. Ensuring that the CEO and senior leadership teams are visibly committed to DEI efforts has a significant impact,  when the leadership team actively champions diversity, it sets a powerful example for the entire organisation. 

It signals that diversity and inclusion are not just buzzwords but are core values integral to the company’s mission and success. This clarity helps to focus efforts and resources on achieving meaningful progress and enables the business to hold leaders accountable for their progress. 

4. Mitigate internal bias

It is essential to implement systemic changes that reduce implicit bias in hiring, promotions, and everyday interactions. This can feel like a large undertaking; however, simple steps such as conducting regular bias training sessions for all employees, especially those involved in hiring and promotions, is a great first step to educating staff about the different types of biases and providing strategies to recognise and counteract them.

It’s also recommended that firms regularly review and revise recruitment processes to minimise bias. This can include standardising interview questions, using diverse hiring panels, and implementing blind recruitment techniques where possible. These steps help ensure that candidates are evaluated based on their skills and qualifications rather than unconscious biases.

For the more tech-savvy businesses, there are a range of platforms which can now be leveraged to drive unbiased decision-making. Tools such as AI-driven recruitment software can help screen CVs and identify top candidates based on objective criteria. Additionally, performance management systems can track and analyse promotion decisions to ensure fairness and transparency.

5. Inclusive leadership development

Shifting the traditional approach to diversity training is essential for helping move the business forward when it comes to DEI. Traditional diversity training often focuses on raising awareness about biases and diversity issues. Inclusive leadership coaching, however, goes a step further by equipping leaders with practical skills and strategies to actively promote inclusion in their daily interactions and decision-making processes.

Inclusive leadership development emphasises the importance of empathy and emotional intelligence. Leaders learn to connect with their team members on a deeper level, understanding their unique experiences and challenges. By focusing on inclusive leadership, leaders can better leverage the strengths and talents of their diverse teams. 

At Catalyst Partners, we are committed to helping organisations build diverse and inclusive workplaces. Our expertise and tailored approach enable us to support you in developing strategies that foster diversity at all levels. From creating comprehensive hiring policies to ensuring an inclusive workplace culture, we’ll work with you to attract and retain top talent from diverse backgrounds.

For more information on our services and how we can assist you, reach out to me directly at tilly@catalystpartners.com