Diversity and Inclusion

In recent years there has been extensive discussion about the influence that racial, and gender-based biased practices and prejudice have on society. 70% of Diversity, Equity, and Inclusion (DE&I) initiatives in companies are related to gender and race. But what about the more invisible and unobvious layers of what forms us as people? 

As we look to the next few years, campus recruiters need to go beyond gender and race and look at the trends that are emerging. These trends will have a considerable influence on the course organizations approach DE&I.  

Here are three of the most significant trends we notice taking shape in the world of Diversity, Equity, and Inclusion (DE&I): 

Intersectionality: 

Dr Kimberlé Crenshaw first coined the term ‘intersectionality.’ There are 12 intersections in the DE&I spectrum. Check them out here

To build truly inclusive workplaces, companies need to understand the complexities of their employees’ lives and how added states of inequity interact with each other. The multiple layers of a candidate dictate how they will engage with you during the recruiting process. Organizations should target these layers in their communication.  

In terms of campus recruitment, Gen Z is more vocal about sexuality and other themes. Give them a voice to express themselves without digging or making them feel uncomfortable.  

Tips to promote Intersectionality: 

• Education and training in leadership 
• Understand how your workforce looks like 
• Create safe spaces for expression 
• Give Gen-Z a voice in the recruiting process 
• Do not let bias get in your way 

Social Mobility: 

Only 34% of people in jobs come from a working-class background in the UK. There is an increasing acknowledgement that socioeconomic position has a significant effect on an individual’s capability to progress in the workplace. This is usually referred to as ‘classism’ or ‘economic inequality.’ For example, employees from diverse socioeconomic backgrounds may not have access to the same opportunity-providing networks as their coworkers. 

Companies need to be conscious of these obstacles and set in place targeted initiatives to support them. 

Tips to promote Social Mobility: 

• Remove resume in the first step (screening-in) 
• Supply paid work experience- pay your interns 
• Consider different universities 
• Revise knock-out criteria (Does Sales really need an MBA?) 

Neurodiversity:  

“20% of all people fit somewhere in the neuro-divergent spectrum”. Companies should adopt Neurodiverse hiring – or neurodiversity recruitment to embrace the talents of people who are supposed to think differently from the majority. 

Neurodiverse talent will boost creativity, and innovation in the organization and they are great challengers  

Research suggests that teams with Neurodivergent members make decisions faster and meet deadlines quicker. People from Neurodivergent backgrounds are challengers.

Tips to promote Neurodiversity:  

• Learn about what neurodiversity entails for talent 
• Create safe (physical and digital) space  
• Partner with organizations that promote neurodiversity in business 

We brought three important and trending Diversity, Equity, and Inclusion (DE&I) topics you should be looking at in 2023. After all, the more diversity, the more innovation, creativity, and retention!