Glassdoor launches diversity and inclusion feature

The push towards diversifying the workplace has been an on-and-off topic of discussion for many years but, during the summer months, talks of diversity and inclusion re-emerged due to the movement known as ‘Black Lives Matter’. Attention towards the movement advocating for the fundamental and basic human rights, racial equality, and fair treatment of black people around the world may have slowed since the summer, but the push for diversity and inclusion in the workplace continues.

Glassdoor, a website for anonymously reviewing organisations by current or former employees, has launched its new diversity and inclusion feature in time for Black History Month. The aim, according to Glassdoor CEO, Christian Sutherland-Wong, is to increase “transparency around diversity and inclusion” within businesses. Current or former employees of any employer can now rate their workplace’s diversity efforts out of five.

Sutherland-Wong went on to say that, “Job seekers and employees today really care about equity, and for too long they’ve lacked access to the information needed to make informed decisions about the companies that are, or are not, truly inclusive… By increasing transparency around diversity and inclusion within companies, we can help create more equitable companies and a more equitable society too.”

A Censuswide survey conducted to offer insight into the priorities of job seekers when applying for jobs or accepting offer, has found that 72% of job seekers, as well as employees, value workforce diversity. These figures ranked at 86% amongst black participants and 85% amongst Asians. To give further context, the survey also showed that 60% of black participants and 31% of white participants would not apply to an employer which lacks in diversity. This new feature could have significant impact on employers and may be considered a gamechanger, posing potential hiring stumbling blocks for employers for who rank lowly.

However, employers should diversify for the following non-exhaustive reasons, not just because of the above statistics:

• fairness and equality
• increased creativity – having individuals from a wide range of communities and backgrounds will allow for a better flow of ideas.

Employers who may be unsure of how best to diversify their workforce can employ any of the following suggestions:

• provide opportunities for progression and encourage those from black and Asian communities to apply. Black and Asian people already in senior roles should be provided opportunities to champion diversity in recruitment
• diversifying supply chains to include black and Asian businesses
• understanding why diversity and inclusion is important
• changing forms of bias – eg unconscious bias during recruitment processes
• educating existing staff on racial biases and actively enforcing intolerance for racial discrimination in the workplace, which can be neglected.

Changing times call for changing workplace strategies. The impact of growing interest in a diverse and inclusive workplace will likely mean that employers, globally as well as nationally, put more effort into weeding out any unconscious biases in their recruitment processes so as to allow for the best talent to join the workplace, regardless of race.

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