DIVERSITY & INCLUSION
Once these initiatives have been enforced , businesses should communicate their DEI commitments to future candidates , as well as current employees , as it demonstrates a business ' s culture and values . “ People want to work for progressive , forward-thinking and transparent companies where they feel they ’ re valued , treated the same and have equal opportunities ,” Hughes says . This can be achieved in a number of different ways – one of the simplest is to utilise a business ’ s online presence , such as websites and social media . These platforms can be used as shop windows for candidates to gain insight into a business while allowing those who value DEI to demonstrate their priorities , and show they practise what they preach .
“ When we launched Intervl , we wanted to focus on DEI from the beginning , so we employed an HR consultant to write our policies for our business in an inclusive manner ,” Macfadyen adds . “ Firstly , we wanted to understand our clients ’ policies , processes and strategy on DEI . Then , by being committed to DEI in our workplace and in all our dealings with clients , applicants , and customers , it was easier for us to positively influence them . Whenever and wherever we can , we suggest different ways to approach recruitment , ensuring that DEI is at the top of the agenda .
“ Our best and final piece of advice is : If you ’ re serious about DEI , shout about it and showcase it !” sustainabilitymag . com 97