Flexible working should be offered at the outset to achieve greater D&I, says Hays
Flexible working is a highly effective tool to achieving better diversity and it should be implemented early in the recruitment stage, says global recruitment firm Hays.
“Historically flexible working has been the domain of mothers balancing childcare with returning to work or a privilege which is earned through hard work and company loyalty, rather than an optional working practice,” says Sandra Henke, Group Head of People and Culture at Hays.
“In order to achieve true inclusion within a business, flexibility must be offered to all employees, creating “family friendly” policies in place of “female friendly” policies will help to break down biases. The sooner businesses move away from it solely being a gender issue and more of a business issue, will ultimately help businesses begin to solve the issue. Organisations which embrace more agile working practices will give themselves greater employee engagement and retention as well as the advantage of a wider talent pool to choose from. A diverse and inclusive organisation will offer flexible working at the point of hire rather than later in employment.”
According the recruitment experts, to ensure flexible working options are properly implemented to achieve a diverse workforce, organisations need to invest in effective communication of different working practices.
“As senior management and business leaders are fundamental in advancing underrepresented demographics in the workplace, they need to be properly informed about what their organisation can offer, actively promote it to professionals and where possible, lead by example themselves. Communication from your employers about available working options is extremely conducive to recruiting and retaining a diverse and inclusive workforce.”
“At Hays, we believe the right job can transform a person's life and the right person can transform a business. By excluding members of the workforce, organisations are not only limiting the potential pool of workers they can choose from but also the diversity of thought. A balanced, well managed team can deliver huge benefits to a business. It can strengthen the foundations for a broader talent pool and encourage the creation and exchange of fresh ideas and experiences between colleagues and customers. Greater diversity and inclusion in the workplace can also increase employee loyalty, trust and longevity. Therefore, it is good for business. Not only does it widen the potential group of workers, but it can make a business stronger, more productive.”
Last updated on June 3rd, 2019