Diversity is business critical. According to a McKinsey report, companies in the top quarter for racial and ethnic diversity are 35% more likely to surpass their peers. And companies with above average levels of diversity had almost 20% higher revenues from innovation.

Employees are looking for diversity too: 67% of job seekers consider workplace diversity an important factor when considering employment.

We know diversity is important, and that an inclusive working environment will help you to attract and retain a wider pool of talent. But ultimately, if you aren’t communicating and demonstrating that diversity and inclusion publicly as a brand, then you’ll be missing out on that pool.

It’s also important to toe the line between communicating your diversity and ‘virtue signalling’. Virtue signalling is the act of conspicuously expressing your social values, but not actually doing anything proactively to stand by them. This could be a company changing their logo to a rainbow logo during Pride month, but not having any LGBT+ people in management positions; or a company making a statement about racial equality but not donating to a good cause or adjusting their own internal policies.

So how do you express your organisations’ diversity proudly, and therefore attract great diverse talent, without virtue signalling?

The key is authenticity in your communications. Make sure you aren’t overstating your commitment to diversity if you don’t have the processes or evidence to back it up when questioned. In your job advertisements, you could mention your diversity & inclusion policies, your employee LGBT+ or BAME networks, or your dedication to ensuring a blind CV review and panel interview process. On your website, you could feature blogs written by a diverse range of employees, of different ethnicities, genders and seniority levels in the business. During times where diversity awareness is heightened, i.e. Pride or Black History Month, you could think about ways of communicating diversity beyond a simple social media post – perhaps by organising a company fundraiser or inviting a speaker to explain the challenges minority groups still face.

You may want to explore how to incorporate diversity as part of a regular ‘drum beat’ in your brand and recruitment communications. A consistent dedication, and not one that simply picks up during certain times of the year or in response to current affairs, will show those seeking an inclusive employer that you genuinely care.

 If you’d like to speak to someone about diverse and inclusive recruitment, including how to ensure your job advertisements are reaching and appealing to a wide range of candidates from all backgrounds, Optimum Recruitment are happy to help. Please do get in touch with any questions.




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