How graduate employers can create an inclusive culture

Employers at a recent roundtable event hosted by Jisc on diversity and inclusion shared their top tips for promoting diversity and inclusion in the workplace

A diverse workforce has been proven to boost productivity, increase revenue and improve employee happiness,1 but this isn't possible without inclusion.

Employers can attract diverse candidates by reviewing their recruitment process as a first step towards creating an equal workplace. However, focus also needs to be placed on inclusion so that employees feel valued and employers don't lose talent from underrepresented groups. 

The CIPD defines an inclusive workforce as an environment where 'everyone feels that they belong without having to conform, that their contribution matters and they are able to perform to their full potential, no matter their background, identity or circumstances'.2

It can be challenging process, but acknowledging these difficulties and finding solutions will ensure you are creating a safe space where your talent can thrive.

The key challenges

Getting employees to understand that inclusion is not just an HR role can be a challenge. Everybody needs to drive that inclusive environment, said BAE's Anastasia Whittaker at the roundtable event. She talked about retention and highlighted that diversity and inclusion needs to go beyond the recruitment process. You may be getting a more diverse pool of applicants, but if you don't retain this talent then it's worth exploring the reasons behind this. Lack of role models and opportunities for advancement are two factors that can discourage diverse talent from staying at a company.3

Another challenge is people's understanding of different terms such as social mobility, diversity and inclusion. They may be aware of some issues, for example gender representation, but less so of others such as race, ethnicity, sexuality, disability, psychological safety and more.

Some employees may feel uncertain about disclosing personal information, such as whether they had free school meals, and wonder why it's important and what difference it will make. Personal questions can feel intrusive, so being open and honest about your intentions around diversity and inclusion and highlighting what support you have in place can help people feel more comfortable discussing these questions. Conversations can be difficult if people don't understand the significance, explained Hannah Yates from Autotrader.

There are a number of ways that companies can overcome these challenges and improve employee retention. The following ideas were shared by employers at our roundtable event to help you create an inclusive workforce that supports and champions your new graduate hires.

1. Training

Offering diversity and inclusion training makes people aware of unconscious bias and helps eradicate prejudice and discrimination in the workplace.4 It can be hard to get people to step away from their duties to do it, so Hannah recommends giving people a few days a year to educate themselves and complete any training.

She also mentioned the need for diversity and inclusion to be ingrained in the job by making it a mandatory focus or objective in people's performance reviews. This allows them to use the knowledge they've learnt in training to create an equal environment where everyone feels appreciated.

2. Role models and allies

Companies need to promote the visibility of underrepresented groups and role models help to showcase these individuals and inspire employees.5 People need to see others like them, especially in the executive team as these are the people employees look up to, said Lisa Cook at LexisNexis Risk Solutions.

Demonstrating diversity from the top down helps people feel included and motivates people to reach their potential.6 Hannah explained that it's important to show the leadership team as people by encouraging them to open up so others feel like they can be their authentic self. Employees who are not part of an under-represented group can also become allies. This is an active process that involves people learning about privilege and taking action to support, educate and listen to people.7

3. Email signatures                                              

Adding a few extra details to your email signatures, such as personal pronouns, can help transgender people feel valued. When someone is misgendered it can make them feel invalidated, so getting people's pronouns correct ensures their gender identity is respected.8

Companies can also look into implementing name pronunciation into email signatures so people can find out how their colleague's names are pronounced, suggested Jisc's Holly Longstaff. This ensures people are called by their actual name, rather than a nickname or something else that's convenient, and saves any embarrassment. Regularly and purposely mispronouncing an unfamiliar name is a form of implicit discrimination and it can make people feel less valued.9 Taking the time to learn how to pronounce your colleague's names ensures everyone feels included and respected in the workplace. 

It's also important that companies measure the success of their diversity and inclusion strategies. Using tools such as culture amp to send out employee engagements surveys is a good way to do a temperature check and work on any feedback to retain employees and keep them happy.

Notes

1. 8 Reasons Why Diversity And Inclusion Are Essential To Business Success, Forbes, 2020.
2. Building inclusive workplaces, CIPD, 2021.
3. Why Your Diverse Talent Is Leaving - And What Your Organization Can Do About It, Forbes, 2018.
4. Diversity Training - The Importance of D&I Training in a Workplace, Hurix Digital, 2020.
5. What is the importance of role models within business?, Involve, 2020.
6. The importance of role models for diversity at your workplace, DiversityQ, 2018.
7. Six tips for being a good workplace ally, HR Magazine, 2020.
8. Pronouns: Let's Get It Right, The University of Warwick.
9. Why getting a name right matters, BBC, 2021.

Written by

Laura Greaves

Information analyst

Prospects