SEPTEMBER 2021HR TECH OUTLOOK8Equity, Diversity & Inclusion: Where are We Now?Organisations of all sizes across all industry sectors have felt the ongoing impacts of COVID-19. `Business as usual' took a back seat as organisations handled the immediate impacts of the pandemic and huge numbers of professionals switched to working remotely practically overnight. Priorities shifted and some areas which had previously been a focus for employers got pushed aside.One priority which may initially be perceived to have taken a back seat is progression on equity, diversity, and inclusion (ED&I). But in fact, when it comes to recruiting new staff, ED&I is now established as one of the highest priorities for jobseekers and is equally as important to existing employees.Do Employers Still Need to Prioritise ED&I?According to research we published in the Hays Equality, Diversity & Inclusion Report 2020, an organisation's ED&I policies are important to nearly three quarters (73 percent) of professionals when considering a new role. It's clear that this is important to professionals and needs to be equally, if not more important for employers in the quest of attracting the talent they seek. As well as talent attraction, ED&I increasingly needs to be a focus for improved employee retention. Staff want to see a strong, genuine commitment to ED&I from their employer.Demonstrating a commitment to ED&I both internally and externally therefore needs to be a priority for organisations wanting to hold on to their talent. Perceived benefits that flow from this include a healthier workplace culture, improved staff morale and inclusive leadership, which will resonate with employees and ensure that they stay engaged with your organisation and its purpose. A Spotlight on Flexible WorkingFlexible working has been on the rise over the last decade, but the COVID-19 pandemic has rapidly accelerated the adoption of this working practice at scale and across the globe. With the caveat that flexible working is not simply a change in workplace, it is clear that the ability to work flexibly is critical to balance professional and personal commitments and no longer just a privilege offered to a select few or an accommodation for those who successfully made a business case to request it.It's important to highlight the connectivity between flexible working practices and ED&I in the workplace. Providing a variety of well-designed and good quality jobs can have huge positive impact on the sustained diversity of a workforce which is echoed by the vast majority (86 percent) of professionals, who believe that increased access to flexible working practices can help organisations gain access to a more diverse pool of talent. Yvonne Smyth, Group Head of Equity, Diversity & Inclusion, Hays [LSE:HAS] ByIn MyOpinion
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