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over 1 year ago by HR Grapevine

Quarter of firms failing at diversity

Canva   Man Being Interviewed By A Woman

​Diversity and inclusion, as well as being one of the key metrics by which HR measures its own success, has a drastic impact on overall business culture and performance.

​Companies that prioritise D&I witness up to a 58% increase in worker performance, whilst companies with higher than average diversity at Board level see 19% higher revenues than those who don’t prioritise it, according to McKinsey data.

However, despite the fact that Deloitte statistics discovered that over 50% of employees believe that D&I needs to be increased within their organisation, a new report from the CIPD and Omni has found that a quarter of employers make no effort to attract and recruit more diverse candidates for top-level jobs.

Whilst the Resourcing and Talent Planning Survey 2020, which polled 660 employers, does show that organisations had more success improving diversity more broadly, with two in five recruiting a more diverse workforce in the last year, it also suggested that employers could be making even more progress, as less than a quarter go beyond basic legislative requirements on protected characteristics with regards to their recruitment and selection processes.

According to the data, only 37% monitor their recruitment to obtain data on protected characteristics, while just 27% remove certain biographical details from initial selection process.

33% ensure they have a diverse interview panel or hiring team and only 23% check recruitment tests used are valid, reliable and objective.

How can HR improve D&I?

The use of technology during the recruitment and selection process – from chatbots to video CVs – is also explored in the report. 28% of employers say it has helped to reduce unconscious bias to a large or moderate extent – and they are also more likely to report that technology has increased the diversity of their hires.

However, the report noted it’s important that tech recruitment solutions are tested to make sure they aren’t disadvantaging candidates and are accessible to all, as was the case for Google’s 2016 ‘unbiased’ recruitment AI.

​“The findings of this report suggest that improvements in workforce diversity have happened by accident rather than design. We could be making quicker and considerable progress with a more strategic approach,” noted Claire McCartney, Senior Resourcing and Inclusion Adviser at the CIPD.

“It’s particularly disappointing to find that a quarter of organisations are not doing anything to improve Boardroom diversity. Not only is this where the problem is most acute, as the Parker Review and other research shows, but achieving change here would have maximum impact. We need to have a broad range of diverse people in decision-making roles and be role models for future talent,” she added.

Source: HR Grapevine