FEATURE
Nearly half reported that using diversity statistics was imperative to the success of the hiring process, with 48% of businesses stating that they use diversity statistics in their recruitment process to determine their brand attractiveness to the candidate demographic and also to give an objective view of who they are attracting with their opportunities.
Around a quarter responded that they do not harness and utilise any form of diversity data collated in the hiring process, with 20% reporting that they also don’t use this information but would like to. By utilising recruitment process data, businesses can reflect on how this opportunity is perceived, and make a considered approach when next advertising for a similar role with the knowledge of data, enabling them to make both strategic and operational decisions.
The data surrounding the diversity shortlist question is interesting to review, 65% of respondents answered that diversity is an important topic at their business and yet less than half stated that having a diverse shortlist was imperative to success. This indicates that they believe diversity and inclusion is considered at another level, we believe by having a recruitment process with a diverse shortlist of the most suitable candidates, and data to sufficiently evidence how diverse a candidate pool is, this is a great step to become a diverse and inclusive employer.
Half of the respondents agreed with the statement that their business is supporting a diverse culture with their recruitment efforts, yet 22% stated this is not considered. Removing hiring bias has great benefits to gain the most suitable candidates for the opportunity and can attract a
www.tomorrowsfm.com
wider array of talent. Nearly a third of business leaders recognised that although they do not have this practice in place at present, they feel it would be effective for their hiring process.
To drive change within a D&I agenda our suggestion would be to review your FM business, and audit where you are currently in comparison to your diversity and inclusion goals. If this isn’t yet aligned, programmes such as reverse mentoring are great for an inclusive environment and gaining ideas from staff that aren’t within positions of seniority.
As our survey report suggests, recruitment process is a key route to a diverse talent pool, review your process, ensure that your interview process is fair, remove bias from the selection process by having a competency-based process and most importantly by harnessing diversity data this will elevate your future processes and will give an understanding of the talent you attract and how to ultimately broaden this.
Education around D&I is key to achieve this progressive movement, this could be training from an experienced D&I professional, external consultancy or absorbed by the HR team.
From FMC Network’s survey findings, we surmise that the perception around diversity overall is that this brings positive benefits to a business such as; portraying a positive brand image, a wider breadth of perspectives, and access to a high performing team who contribute different experiences and backgrounds.
www.fmcnetwork.co.uk/ TOMORROW’S FM | 23
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68
