{"id":6199,"date":"2019-10-17T00:00:00","date_gmt":"2019-10-17T00:00:00","guid":{"rendered":"https:\/\/jbrecruitment.eu.applyflow.com\/the-benefits-of-becoming-a-diverse-and-inclusive-media-and-events-business\/"},"modified":"2019-10-17T00:00:00","modified_gmt":"2019-10-17T00:00:00","slug":"the-benefits-of-becoming-a-diverse-and-inclusive-media-and-events-business","status":"publish","type":"post","link":"https:\/\/www.jbrecruitment.co.uk\/the-benefits-of-becoming-a-diverse-and-inclusive-media-and-events-business\/","title":{"rendered":"The benefits of becoming a diverse and inclusive media and events business"},"content":{"rendered":"

\n\tThe movement by organisations and employers to truly inclusive and diverse has been growing in strength for years. Their aim is to stop it being a box-ticking exercise and instead for it to be a normal practice that is echoed in actions by employees across the whole business.<\/p>\n

\n\tAs well as being a legal obligation, (employers are governed by The Equality Act 2010 to make sure their workplace is fair to all) the benefits of being an inclusive and diverse employer are huge. As a recruiter to the media and events industry, in the 10 plus years, I\u2019ve been helping clients find the right talent, I\u2019ve seen how businesses have benefited from being diverse and inclusive. I\u2019m thrilled to say businesses in this sector are very good at being inclusive. But that doesn\u2019t mean, there isn\u2019t room for improvement!<\/p>\n

\n\tRead on to find out why becoming a diverse and inclusive employer is good for your business, and simple steps you can immediately implement to drive change in your business.<\/p>\n

\n\tWhat is a diverse and inclusive working environment?<\/h2>\n

\n\tThe Chartered Institute of Personnel and Development (CIPD) defines a diverse and inclusive environment as, \u201cone in which everyone feels valued, their contribution matters and they are able to perform to their full potential, no matter their background, identity or circumstance\u201d.<\/em><\/p>\n

\n\tThe benefits of having a diverse and inclusive workforce<\/h2>\n

\n\tI\u2019ve spoken with numerous businesses who have implemented diversity and inclusive policies into their workplace and from their feedback, the top three benefits of having a diverse and inclusive workforce are:<\/p>\n

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  1. \n\t\tIt has the ability to bring you closer to your customers<\/strong> \u2013 when your workforce represents the customers you serve, you have a better understanding of their needs. This knowledge allows you to adapt your service or product offering to fulfil this need<\/li>\n
  2. \n\t\tTeams are more productive<\/strong> \u2013 teams that are diverse bring different skills to the table and such are able to offer different solutions to problems. A study by Deloitte echoes this belief. This study found that innovative thinking by employees of businesses who are supportive of diversity increased by a staggering 83%<\/li>\n
  3. \n\t\tHelps in hiring and retention<\/strong>\u2013 having a policy that outlines the company\u2019s approach to diversity and inclusion has proven to help in the hiring of staff. Research by PWC shows that 54% of women and 45% of men, research a company\u2019s policy on diversity and inclusion before applying for a role. If you have one but aren\u2019t publicly communicating it, you could be missing out some top talent. In addition to this, employers also reported that since implementing a diversity and inclusion policy their employees feel more valued and respected, which can result in staff staying in their roles for longer<\/li>\n<\/ol>\n

    \n\tSteps to becoming a diverse and inclusive employer<\/h2>\n

    \n\tIf you are looking to implement a diversity and inclusion policy into your business or are looking for ideas to bolster the one you currently have, here are some simple steps you can take to ensure your business is diverse and inclusive:<\/p>\n

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    1. \n\t\tAsk your employees if they feel the business is diverse and inclusive. Based on the feedback you receive you can follow this up by asking for suggestions on how to make it more inclusive<\/li>\n
    2. \n\t\tReview past job applications to see if you\u2019re attracting a diverse range of candidates<\/li>\n
    3. \n\t\tCheck your job posts and other recruiting documents to see if they reference gender or contain biased wording<\/li>\n
    4. \n\t\tReview your company\u2019s interview processes to ensure they don\u2019t alienate any sectors of society<\/li>\n
    5. \n\t\tEnsure managers are supported in making changes<\/li>\n
    6. \n\t\tAny changes to processes should be made slowly, one or two at a time, any more than this and it can be overwhelming for all involved<\/li>\n
    7. \n\t\tReview your internal promotion processes and ensure staff are actively encouraged to apply for senior roles<\/li>\n
    8. \n\t\tCreate a culture where differences are valued, and where staff feel confident to share their ideas<\/li>\n<\/ol>\n

      \n\tSources of support and advice<\/h2>\n

      \n\tDiversity and inclusion in the workplace are a big issue, and from the outset, it may seem daunting, particularly as there\u2019s a legal obligation (and moral obligation) for you to get it right. But, don\u2019t panic, you don\u2019t have to do it on your own, there are several organisations who are on hand to support you and offer advice. Here are just a few of them:<\/p>\n