Blog: Diversity is Not a Woman’s Issue, It is a Business Issue
Advice for employers
Last week (Tuesday 16th July) the REC hosted the second Women in Recruitment conference with Recruitment International which brought together recruiters, employers and policymakers to give three very different perspectives on this important issue and to share what they have found challenging, the practical measures they have implemented and the benefits they have seen for their businesses.
Throughout the day several key themes emerged:
- ‘Diversity is not a woman’s issue, it is a business issue’ – the business benefits are clear, creating a diverse workforce is vital if businesses want to compete in a global marketplace and retain top talent.
- Given the benefits of diversity, the lack of female talent in certain sectors is becoming a serious problem and has forced businesses to fish from the same talent pool. More needs to be done to attract women into these sectors and pull up the shining stars. Part of this might be addressed through some practical steps like unconscious bias training to ensure recruitment consultants are not always recruiting in their likeness and challenging employers on what they really want and need from their new recruits.
- The UK needs to radically improve careers guidance and work experience for young people and do more to encourage young girls into STEM subjects. Recruiters are a great source of information on their local labour markets and need to be given the opportunity to provide this up-to-date advice and identify where there are particular shortages of female talent. Many are already playing their part through the REC’s own Youth Employment Charter.
- It is vital to have business networks, mentors and sponsors if you want to get ahead. It has been found that not only do the existence of networks and sponsors support women to develop new contacts, increase their confidence and build their profile but also, they help employers to retain their top talent and gain new business.
- Men naturally seem to have access to these business links whereas, women must often put themselves forward. It is important, therefore, for businesses to create the cultural environment for their female colleagues and equally, for women to overcome self-fulfilling barriers that hold them back from senior level positions.
- Networks are also a great way for women to continue engaging with the business world whilst on leave and recruiters and employers should not overlook these women as nonviable candidates.
- Government research found that for whatever reason a high percentage of women never return to work following maternity leave. The return process can be difficult for both mothers and employers – mind-set training and maternity councillors were given as practical examples of how one business is addressing this issue.
- Flexible working is a real game changer for women who wish to remain a part of the workforce and might also be juggling caring responsibilities. Feedback from the REC’s Flexible Work Commission found that businesses benefited from offering flexible working through better retention, increased productivity and the acquisition of new talent. Yet, until more men opt-in, the general perception of flexible work will continue to be seen as a women’s issue. Changing the language is important, talking about ‘agile work’ and ‘portfolio careers’ is often more acceptable than ‘part-time’ or ‘flexible’ work.
Progress on the above issues will only happen if there continues to be open dialogue and greater transparency amongst the business community. We heard some very positive examples from recruiters and employers on how improving gender diversity is at the same time benefitting their businesses.
The government has backed a voluntary approach for businesses after research has shown that the roots of the gender inequalities are complex. Its flagship programme the Think, Act, Report is a step-by-step guide to help business to think about key issues such as recruitment, retention, promotion and pay and to share with other companies their progress and case studies. The REC recognises the importance of such voluntary initiatives and will actively encourage the recruitment industry to sign up and to encourage their clients to do so also.
Today also marks the 2nd year anniversary of the Voluntary Code of Conduct for Executive Search Firms, which sets out seven key principles of best practice to follow, ranging from action when accepting a boardroom brief through to induction. With 46 search firms now signed up this is moving in the positive direction and the REC will continue to work with the industry to review progress and the effectiveness of the Code.
The event last week is only the start of this journey for the REC. We will be continuing our work on this important issue, especially looking at how the REC can better facilitate networks ourselves as the professional body for the industry.
Notes:
More information about the Think, Act, Report initiative can be found on the Government Equalities Office’s website:
Information about the companies that have signed up, and the data they are reporting, is here:
Information about the Voluntary Code of Conduct for Executive Search Firms can be found on the 30% Club website:
http://www.30percentclub.org.uk/executive-search-firms/
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