Employer Brand: Creating an Inclusive Environment

Catherine Squibb from Reed.co.uk is no stranger to the power of inclusion in the workplace. Reed carried out a study of 1300 UK workers to gain insights into the importance of inclusivity to jobseekers. Although we have come far in recent years with regards to diversity, Catherine shared some shocking statistics that demonstrate clearly that we still have a very long way to go:

  • 54% of UK workers feel a lack of belonging in their work environment
  • Many workers feel at some point in their career that they have been discriminated against, largely due to unequal pay and unequal opportunities in comparison to their peers
  • Only 50% of workers feel they are able to freely express themselves at work
  • 43% of UK workers feel that discrimination cases in their workplace have gone unresolved and that there has been a failure on the company's part to demonstrate what they are actively doing about inclusivity
  • There is a considerable issue of trust between employees and employers which can be overcome by means such as flexible working, flexible dress code, and perks, all of which help the candidate to feel trusted and valued.

Other tactics for improving levels of diversity and inclusion include reviewing workplace practises in addition to implementing interventions such as inclusive leadership and unconscious bias training. Reed.co.uk also believe firmly in the power of using data to drive your decisions, having used diversity data to form their inclusion strategy.

Through their data-driven approach to diversity and inclusion, Reed have gained a number of valuable insights and notable points for improvement from these statistics:

  • Having an inclusive brand is one of the best ways to ensure candidate satsifaction as well as candidate retention; making your employees feel valued and as part of a community is crucial to their well-being and sense of identity within the organisation
  • Using inclusive language (such as on social media, job ads, on your website, careers pages etc.) can help to demonstrate to potential candidates that you are aware of diversity and inclusion as well as actively doing something about it
  • Continually reviewing policies and instilling education and awareness of diversity will aid in driving cultural change
  • Interventions such as inclusive leadership training and conversation guides for hiring managers

It is important to not only be doing something about inclusion, but doing so with a purpose. Your organisation will flourish from having more diverse teams who provide different approaches and insights to work. This can be established through reviewing the diversity matrix you are currently using, instilling education and awareness to all employees surrounding the importance of diversity, and ensuring that this always lies at the core of your values as a company.

View Catherine Squibb's presentation

Catherine Squibb, HR Advisor, Reed.co.uk

"Inclusion, Diversity, Belongong + Exclusive Insights"