By now, most companies recognize that diversity and inclusion is good for business. Evidence continues to mount that having a workforce that reflects a healthy balance of gender, race, background and age helps outperform the competition, yet many companies still struggle to make this a reality.

Alison Hallett, Client Services Director, Cielo has written an article for The HR Director that shares how organizations can take steps to improve their recruitment process by developing collaboration and understanding. This will make sure they are attracting, engaging and retaining employees who will introduce new insights and help the organization compete in today’s market.

From the article:

Internally, it is vital that they review their current demographics, pinpoint key areas that they would like to enhance/change and understand why they need a more diverse workforce for these roles. Whilst a strategy will derive from leadership and the C-Suite, it is imperative that any kind of diversity and inclusion framework is employee-led as this is the core route to creating a cultural shift in the workplace.

It has been seen through experience that if employees are not on board with inclusion strategies, then changes will not take place, so it is crucial that you communicate with your workforce about how and why they are being introduced. The creation of an inclusion task force can help with the communication of vision, also acting as fantastic advocates to the business – encouraging champions to promote the agenda, cascading information, rallying support and leading forums.

Visit The HR Director to read “Don’t Get Left Behind – Diversity and Inclusion in the Workplace.”