Strategizing Talent Acquisition for Enhanced Diversity in Leadership
Diversity and inclusivity in leadership is one of the most significant topics among emerging startups and large enterprises alike that want to create modern and productive work cultures. Achieving this through a specialized approach to executive search is the best way to find the right talent.
What is Diversity and Inclusion (D&I)? Why is it crucial for organizations?
D&I, a cornerstone of strategic diversity leadership, is quickly becoming a focus, impacting not just social responsibility but also driving business success through innovative talent acquisition strategies. Its value for brands, therefore, goes far beyond earning good PR points on social media to actually driving business success.
The proactive inclusion and involvement of diverse groups, a task often championed by diversity and inclusion specialists, are crucial for organizations aiming to implement effective diversity and inclusion policies. Senior leadership and boards across many organizations are well aware by now of the importance and impact of gender and racial diversity and inclusion on employee satisfaction and business growth. Different leaders believe that it is not only a matter of social responsibility, but that diversity and inclusion-focused policies offer organizations a new avenue for talent and built a competitive edge in the market through a workforce of different skills and perspectives.
Surveys highlighting the importance of diversity among leadership, a testament to effective talent acquisition strategies, show that organizations with diverse executives are more innovative and profitable, underscoring the benefits of inclusive leadership. A McKinsey & Company study from 2020 revealed that organizations with more than 30% women executives were 48% more profitable than the least gender-diverse companies. Similarly, companies with ethnically inclusive and diverse leadership outperformed their direct competitors by 36% with respect to profitability more chances to outperform their market competitors.
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Implementing D&I in Your Organization: Strategic Approaches and Talent Acquisition Strategies
Based on the numbers quoted above, it should not be surprising that diversity and inclusion is a hot topic among the leadership of different organizations these days. While addressing the Gartner Reimagine HR conference, vice president Ania Krasniewska said that in the last 3-4 years, it has become the number one priority of CEOs of different organizations to bring diversity, equity, and inclusion (DEI) in their organization as well as their recruitment programs. This shift highlights the growing emphasis on what is diversity and inclusion in the corporate world.
Despite recognizing the importance of implementing diversity and inclusion, many organizations struggle in this area.
- Equality and equity are key to bringing diversity and inclusion
It is a disappointing fact that due to bias and long-established structure, it is difficult for women candidates to be selected for executive or senior board member positions. But the trend is changing now as the leadership at organizations are actively looking to hire more women for key leadership positions. Many organizations are also following the criteria of 50:50 hiring allocation for men and women candidates during the recruitment process.
Similarly in the past, the situation was worse for (Black, Asian, Minority Ethnic) BAME candidates due to inherent biases in the recruitment processes and recruiters. But recent surveys indicate a rising positive outlook towards hiring BAME candidates. A recent Gartner survey indicates that in Europe, the ethnic representation in organizations increased to 46% as compared to 2017, as executive search is now focusing on hiring candidates based on their capabilities.
- Reorganizing recruitment processes
Another reason for the failure of different organizations in achieving real diversity and inclusion is a traditional or rigid approach to the executive search process. A 2019 Gartner survey indicated that 88% of recruiters in the HR department of different organizations accept that they show biasness during the recruitment process based on candidates’ color, gender, age, graduation school etc. 78% of DEI leaders believe that the recruitment management system of their organization is the main factor, responsible for failure in achieving Diversity in the leadership pipeline.
In a recent webinar held by Mogul, a digital networking and community platform for diverse global talent, Cathrin Stickney, the CEO of Parity.org shared two possible ways to tackle biases in the recruitment management system. She said, “By being thoughtful during the recruitment process, and by being neutral during job descriptions, talented and potential individuals can be recruited which will bring diversity and innovation in upcoming years.” By being deliberate, recruiters can avoid being swayed by ethnic and gender biases during the recruitment process. Neutral job descriptions allow recruiters to hire candidates based on their capabilities and potential instead of other factors.
The focus now is more on diversity and inclusion specialists playing a key role in shaping recruitment strategies.
This evolving approach aligns with the broader concept of benefits of inclusive leadership.
Partner with diverse and inclusive executive search experts
The confluence of recent social events and market changes underscores the importance of partnering with diversity and inclusion specialists. These experts help organizations draw on real-world insights and experiences in D&I to tailor their talent acquisition strategies, ensuring the hiring of diverse leadership and managerial talent for maximum impact.
Vantedge Search helps you build a robust foundation and framework for designing, implementing, and tracking diversity and inclusion initiatives to ensure there is business success and that these frameworks can be seamlessly embedded into your organization’s business and talent acquisition strategies.