Representation of diverse groups in digital jobs: part 2
Welcome back to the second part of our series on the representation of diverse groups in digital jobs! In the first instalment, we examined the current state of diversity and inclusion efforts in digital businesses.
In this follow-up, we will delve into the necessary changes and improvements required to establish a more diverse and inclusive hiring process for digital jobs, as well as addressing the diversity within leadership teams – topics we highlighted in the 2023 Digital Salary Survey.
Let’s take a closer look…
What could companies do to improve their diversity and inclusion policy?
Without prompts, we asked digital professionals to share their thoughts on how their companies could improve their diversity and inclusion policy.
Here are just a few ideas that they shared…
It is intriguing to observe that digital experts are eager for their employers to adopt more intelligent approaches and modify their methods to attract underrepresented talent. This is where recruitment partners can play a crucial role in assisting companies during their hiring process, ensuring that their pool of talent becomes more diverse and inclusive.
It looks like businesses could put more measures in place to accommodate different disabilities – whether that be making alterations to the office, implementing flexible work arrangements, providing assistive technologies, or offering accessibility training for employees. Embracing these changes would create a more inclusive and supportive environment for individuals with disabilities, enabling them to fully participate and contribute to the workforce.
We are not surprised to see that many more people, including working parents who became parents during the pandemic are seeking fully remote working opportunities to better suit their lifestyle. This shift in preference reflects the growing importance of work-life balance and the desire for greater flexibility in managing personal and professional responsibilities.
It is great to see that many digital professionals have highlighted that their existing policies are solid, while also identifying a few minor adjustments that could enhance their effectiveness. One notable improvement is the promotion of job ads to reach minority groups, which stands out as a crucial step towards fostering diversity and inclusivity within the workforce.
We asked our digital respondents to rate their leadership diversity on a scale or 1 – 10, and the average response was 4.8/10.
This low rating is disheartening, given that such a crucial aspect should ideally originate from the top, setting a positive example for teams throughout the organisation. Proactive measures needs to be taken to improve diversity at the highest levels, ultimately setting a strong precedent for the entire workforce.
Hire with confidence
If you’re reading this and looking to improve your diverse hiring practices, you’ve come to the right place. Our team aim to provide guidance and assistance to businesses in order to elevate their diversity and inclusion representation. Feel free to reach out to us today to explore the possibilities.
If you haven’t done so already, don’t miss out on part one, where you can uncover more valuable insights about diversity, equity, and inclusion in the digital industry.