While employers are making significant strides in fostering inclusivity within their teams, sustaining the momentum for diverse hiring remains a formidable challenge. This concern is highlighted in new data released by resourcing transformation experts Omni RMS, in collaboration with the CIPD, the professional body dedicated to HR and people development.
Progress in Diverse Hiring
The latest Resourcing and Talent Planning Report reveals that over half (51%) of organisations that have recruited in the past year report an increase in workforce diversity compared to the previous year. This figure underscores a growing commitment to inclusive practices. Further evidence of progress in the equality, diversity, and inclusion (EDI) agenda is reflected in the decline of employers who admit to not actively addressing inclusive hiring at the board level. This figure dropped from 30% in 2022 to 17% this year, signalling a shift towards greater accountability and focus on EDI initiatives.
Recruitment Challenges for Diversity
Despite these positive developments, many employers are facing increasing difficulties in maintaining their momentum for diverse hiring. The number of organisations reporting challenges in attracting diverse talent has risen significantly, climbing from 16% in 2022 to 29% this year. This trend poses a risk to future inclusive recruitment practices unless swift action is taken to address these barriers.
The Need for Inclusive Training
The report further reveals that many employers are falling short in implementing initiatives that promote inclusive hiring practices. Alarmingly, only half (50%) of respondents reported that managers or leaders within their organisations participated in inclusive training or coaching in the last year. Moreover, only 28% indicated that their organisations actively address diversity issues in recruitment by ensuring all interviewers are trained on relevant legal obligations and objectives. On a positive note, 66% of respondents stated that their organisations have a formal EDI strategy in place, providing a solid foundation for future efforts.
Insights from Omni RMS
Louise Shaw, Managing Director at Omni RMS, emphasises the need for employers to take further steps to prevent losing the momentum gained in diverse hiring:
“It’s promising to observe advancements at a strategic level, although the tactical approach is lacking. We must move beyond merely meeting recruitment targets with inclusive hiring. Employers need to recognise that diversity is crucial for retention as well as attraction. Achieving this necessitates a significant cultural shift within organisations to ensure it becomes ingrained.”
Shaw notes that employers are increasingly aware that the challenges associated with diverse hiring are likely to escalate in the future. To effectively manage this, they need to consider more than just training. Proven strategies include engaging senior sponsors and leveraging internal employee networks to highlight diversity and ensure diverse voices are represented. Ensuring a broad reach for diverse talent attraction and objective assessments of candidates’ performance and potential are also effective methods for success.”
Successful Case Studies
We have seen the beneficial effects that adopting more inclusive hiring practices can produce. For instance, in our partnership with Ofcom, we successfully increased ethnic hires from 24% to 28% and elevated female leadership recruitment from 33% to 46%. While it may become more difficult to maintain momentum in diverse recruitment, the rewards for both organisations and their employees are significant, leading to enhanced creativity and innovation within teams.”
