ready to boost workforce diversity? here's how we can help.

If you're looking to build a strong employer brand and assemble a workforce that will drive your organization to new levels of profitability and success, you need to focus on diversity, equity and inclusion (DEI).

Studies have shown that having a broad and equal representation of genders, ages, ethnicities, nationalities and professional backgrounds in your business can make you more innovative and attractive to talented jobseekers. 

That’s likely to be a major advantage for your company, especially when more companies than ever are facing issues with attracting and hiring top talent.

Additionally, research from firms like McKinsey has even found a correlation between diversity and financial performance – so there’s a clear business reason for why diversity is important in the workplace.

If you're keen to move forward in your diversity journey but you're not sure how to take the next steps, it’s worth considering getting help from an external partner like Randstad. In this article, we’ll cover some of the main ways in which our expertise can contribute to boosting diversity in your organization, an explain the key contributions we can make that you might struggle to implement by yourself.

data on what workers want from DEI initiatives

To appeal to the broadest possible range of applicants, you need to know what modern jobseekers are looking for in a prospective employer. 

Data from Monster, for example, shows that over four of five job applicants from Generation Z say a commitment to diversity and inclusion is an important factor they look for in an employer. Our own 2024 Workmonitor research tells a similar story — globally, more than a third (37%) of our respondents said they wouldn’t work for a company that wasn’t looking to improve diversity and equity.

The same Workmonitor study, in which we surveyed over 27,000 workers in 34 countries, also uncovered an important understanding gap between employers and younger workers. 40% of Generation Z respondents and 34% of millennials said their employer doesn’t understand their generation. Some of these workers may still be in the early stages of their careers, but they’ll soon be a majority — and employers who are dragging their heels on DEI today will struggle to attract them tomorrow.

We specialize in gathering, interpreting and acting on insights like these. We know from experience that understanding workforce attitudes and adapting to them is vital for long-term survival. For more than 20 years, we have been conducting research into the things that really matter to employees. This information is essential when you’re trying to build a compelling employer brand and attract top talent, a key element of future business success. It’s only by working with an experienced partner that you get access to deep knowledge about your target groups that can help you reach and attract them.

staying relevant and competitive

Modern employers need to recognize that workforce diversity is no longer a 'nice to have', or an indistinct goal to be achieved at some point in the future, but something that needs to be a top priority right now.

Engaging with this issue and working to drive progress on this front is essential if you want to build a compelling employer brand and show that you're in tune with the needs and interests of modern workers. This is particularly important if you want to avoid feeling the effects of worsening skills shortages.

Furthermore, failing to act could put you at risk of falling behind your competitors in the market for top talent. BCG's research revealed that 75% of respondents felt diversity was gaining momentum in their organizations, with quicker progress reported in emerging markets such as China, Brazil and India. Similarly, in PwC's Global Diversity and Inclusion Survey, 76% of people said this was a stated value or a priority area for their employer.

Some of the world's most successful businesses have shown what can be achieved by making a commitment to this issue. Accenture, for example, has featured on DiversityInc's list of the top 50 companies for diversity for 14 consecutive years, ranking fifth in 2020. The professional services firm says its dedication to its people and to "accelerating equality for all" enables it to "attract, develop, inspire and reward top talent".

Hotel chain Marriott International, which featured first on the latest DiversityInc list, says embracing differences is "essential" to its success. It's currently involved in initiatives including cross-cultural workshops, the Women's Leadership Development Initiative and training for female executives on corporate boards.

diversity in recruitment: how we can help

If you have workforce diversity goals that you're ready to start working towards, but you're not sure how to take the next step, we can help by optimizing your recruitment.

data on what workers want

To appeal to the broadest possible range of applicants, you need to know what modern job seekers are looking for in a prospective employer. 

For more than 20 years, we have been conducting research into the things that really matter to employees. This information can help you build a relevant and compelling employer brand, which is essential if you want to attract and retain diverse talent.

Our latest Employer Brand Research report, for example, showed that work atmosphere is more important to Gen Z applicants than it is to millennials and Gen X, who are more likely to prioritize work-life balance and long-term job security. This sort of information could help you take a more targeted approach to recruiting workers from a range of age groups.

The findings also highlighted key differences in what employees want based on gender. Just over half (51%) of women said they saw the opportunity to buy company shares as an attractive benefit, for example, compared to six out of ten men (61%). 

fresh perspectives on your recruitment process

If you want to hire diverse talent, it makes sense to have a wide range of voices and backgrounds on your recruitment team.

This will help you to build a more inclusive hiring process, based on the insights and experience of experts who can approach the task from a number of different angles. Furthermore, having our consultants on your HR team will offer the benefit of a fresh, unbiased view of your recruitment methods, which will help you make the right changes to engage with a broader range of applicants.

Audra Jenkins, chief diversity and inclusion officer at Randstad US, advises: "Make sure you have a diverse team that's looking for diverse perspectives. That also helps the organization be more relatable to diverse talent."

targeted recruitment

Another recommendation from our chief diversity and inclusion officer is to adopt a "hunting and gathering" mindset when you want to source and engage with a wide array of talent, rather than simply "posting and praying" that diverse candidates will come to you.

We can give you access to data and HR technologies that will help you identify the best places to look for people who will improve your organization. Recruiting from our network of vetted, proven talent can also give you peace of mind that anyone you hire has the skills and experience required to do the job to a high standard.

Our dedication to promoting diversity in the modern workforce has been highlighted by various local initiatives and partnerships we have formed with non-governmental organizations, regional governments and associations that help us to find diverse talent. Examples include Without Borders, a program launched by Randstad Italy that aims to employ migrants and refugees, and our collaboration with Get Skilled Access in Australia, which focuses on breaking down barriers to employment for people with disabilities.

To learn more about how our experience and knowledge of this issue can help you put diversity at the forefront of your recruitment strategy, start a conversation with us today.

You can also download our recruitment process guide, which takes a detailed look at our 'human forward' approach to hiring.