Diversity and Inclusion - A must for Talent Acquisition and HR.

Updated: Sep 14

Talent acquisition and HR professionals play an important role in attracting, retaining and supporting highly skilled, diverse candidates to meet and exceed organisational goals.

The role of Talent Acquisition and HR practitioners is integral to the development of processes to close barriers to inclusion.

Diversity and inclusion plays an important part to the efficiency, and consequently, the success of an organisation. An inclusive workforce cultivates an array of business opportunities, helping to develop innovation and build competitive advantage.

Attracting, supporting and retaining diverse talent, supports inclusion

Evidence suggests that companies that actively recruit for, and retain a diverse cohort of recruits, benefit from a clear competitive advantage.

Increasing diversity and inclusion correlates to better business results and helps to foster an environment that is supportive and engages people from all backgrounds.

Harnessing diversity and inclusion is important to benefit from untapped opportunities and develop innovative products and services, It is key to attracting, retaining and supporting employees from a wide range of backgrounds.

It is a business imperative that supports a well managed, diverse and balanced leadership talent pipeline, helping organisations to promote and sustain diversity.

Talent acquisition and other HR professionals are key to advancing D&I and maintaining structures to ensure that diverse candidates and employees are supported.

These play an important role to engaging diverse staff groups and candidates and provide act as a mechanism through which an organisation can align diverse recruitment with sustainable and actionable and sustainable diversity.

These professionals have a significant role in supporting fairness and inclusive processes across development and progression initiatives.

There are several areas that practitioners can support to build diversity into the fabric of organisations, whilst seeking to develop equitable talent processes to build inclusion.

Human Resource Management of Diversity.

Diversity and inclusive processes are imperative to developing good relations, both internally and externally. It is a key driver of increased motivation for employees. It helps to attract the attention of potential talent and helps to engage consumers with your business brand.

HR Management of diversity is pivotal to success

A supportive and inclusive workplace environment encourages innovation and the development of new, business critical ideas.

It helps to develop an engaged workforce that is supported to contribute to the key deliverable within our operations.

Human resource managers play a key role in promoting and fostering diversity and inclusion within your business. A diverse and inclusive workplace environment adds value to your bottom line.

It helps to reduce staff absenteeism and potential discriminatory action being taken against the business. Having the correct policies and procedures in place, helps to further the acquisition of diversity and inclusion, across the human resource function.

By employing a system for the effective management of diversity, which is supported by appropriate governance strategies, HR can support important frameworks to promote and embed inclusion.

Diversity and inclusion ensures that employees, regardless of race, culture, gender or other difference, are able to pursue a fulfilling career. It enables and affords the equality of opportunity to progress within the business.

In short, development of D&I within the HR function, encourages a a platform upon which a business can ensure that every employee has the opportunity to learn and contribute.

Talent Acquisition to develop Diversity and Inclusion.

A commitment from leadership to increasing the diversity of a workforce, through effective talent acquisition, and learning and development, is imperative to developing diversity and inclusion.

It helps to both attract, and retain talent, that is highly skilled and who feel able to contribute and develop within a well supported workplace environment.

Developing partnerships with diverse groups can encourage inclusive recruitment

The development of partnerships, both internal and external can support both recruitment and retention of a diverse staff cohort.

It supports the enhancement of corporate brand image, attracting candidates under-represented backgrounds.

By actively seeking out groups who are currently under-represented, recruiters can develop relationships that help to bridge the gap in terms of diversity and knowledge.

Effective talent acquisition subsumes diversity and inclusion as standard. It aligns diversity and inclusion with the growth, innovation and trust associated with the business.

Partnering with other organisations helps to build trust with communities and helps to increase motivation and trust with current employees as part of the inclusive workplace agenda.

Building business relationships with diverse organisations and communities is important for developing corporate social responsibility agenda, and helps to build relationships with potential candidates from a wide range of backgrounds.</