By HAYS group

The majority of businesses have begun to address diversity within their organisations and while the moral reasons for doing so are obvious and remain a priority, there is also a good business case for championing inclusivity, says recruiting experts Hays in the latest edition of the Hays Journal.

Not having an inclusive workforce could be potentially damaging to a business. Each individual is shaped by their background and experiences, giving them individual qualities and a different way of thinking from one another. Businesses can reap the benefits of a truly diverse workforce through successfully harnessing the skills of a wider talent pool.

“Improving representation through addressing diversity is crucial and is something that every business leader should be looking to address,” says Bethan Robbins, Commercial Director.

“Through recognising the value that individuals can bring to a company, you are encouraging innovation. It will create improved problem solving due to the simple fact that we all look at and solve problems differently.”

While there needs to be a focus on fostering an inclusive culture of diversity among existing staff, businesses need to ensure their hiring plans take this into account too. Having a workforce that embraces diversity and free thinking can be achieved by attracting top talent that represents a wide range of experiences and backgrounds.

“When considering new hires a business must first look at its process; is it limiting the type of personalities you are attracting? Make sure that everything from the job description to the interview process is inclusive and welcomes people from various backgrounds and experiences,” says Robbins.

Each employee has their own unique way of being able to contribute to the company and it is the responsibility of line managers to know the strengths and weaknesses of their own team. Encouraging diversity of thought will enable businesses to put their employees to the most effective use. Robbins adds, “Businesses should consciously drive an inclusive culture and create an atmosphere where employees are able to share their ideas and views, as well as respect others.”

Yvonne Smyth, Global Head of Diversity at Hays, closes by saying, “The challenge of continuing to access the skills of our most talented people is not a luxury, but a business imperative. It is one that, if planned and supported well, will reap the value of its investment many times over and ensure organisations have access to a deep and sustainable talent pool upon which to draw when planning for success.”