Inclusion and Diversity are often used synonymously, however there is a strong distinction between the terms and it is fundamental this difference is known and understood within the workplace to ensure practices that ensure all employees feel they belong and are appreciated.
Summed up, Inclusion is the practice of ensuring that employees feel a sense of belonging and support from the organization. Whereas workplace Diversity refers to an environment whereby many different genders, races, nationalities, and sexual orientations and identities are present and their perspectives within the organisations are valued equally. While UK legislation covers age, disability, race, religion, sex and sexual orientation among other traits, an effective inclusive and diversive strategy goes beyond legal compliance and seeks to add value to an organisation, contributing to employee wellbeing and engagement as everyone within the workplace feels equally involved and supported and valued.
There are countless resources that outline policies that can be adopted by organizations to promote Inclusion and Diversity, but ultimately management must employ a zero tolerance policy, which employees are educated upon and follow. There must also be a safe space within organisations whereby employees can flag discriminatory behaviours, and management should have structural processes in place to solve these issues – it’s an effort that is made not by individuals but by the organisation as a whole!
To get an accurate perception of workplace inclusion, organisations need to understand what their current employees perceptions of inclusion are, whilst evaluating their management practices. This is essential as if employees don’t fully understand what being truly inclusive is, they will be employing and promoting the wrong strategies. For instance, if an individual must conform or change themselves in some way to feel included, this is not true inclusion.
The importance of creating an inclusive work environment is immeasurable. Giving everyone an opportunity to have their voices heard and valued is a benefit that goes without saying, but it also has the potential to improve overall productivity, organizational performance as well as making the workplace more welcoming for all employees. Ultimately, however, having a diverse team means you receive a variety of unique perspectives and skills, therefore a diverse team can come up with far more diverse solutions!
A business is only as strong as their team, but the competition for new talent is high. There are resources like The Sunday Times list that promotes the top 100 companies to work for, so how do you stand out from other organisations in order to attract candidates to your business?
If you’re looking to develop a talent acquisition strategy that will help you to attract and keep the kind of talent that will benefit your business, take a look at the actionable tools and techniques provided below.
How important is culture to business performance?
Your company’s culture has the power to impact your employee’s productivity and the performance of your business as a whole. This culture is made up of various factors such as how your business treats its customers and employees, the hierarchy and communication within your organisations and the freedom your employees have to express themselves and their ideas. In order to attract the right talent, you first need to develop a culture in which your attitudes, beliefs, and views for the future can be shared with your current and future employees.
Identify your ideal candidate
Now that you know your company culture, you will have a better understanding of the type of person that will suit both the role and the working environment you’ve created. If for instance you are a digital startup looking for the talent to grow both your team and company, you will want creative and forward-thinking individuals, however if you are looking to recruit a high-level managerial position at an established software development company you will be looking for someone with a completely different skill set. The perfect employee depends entirely on who you are and the position you are looking to fill.
Create the perfect working environment
Once you have an understanding of your company and the type of employees you want to attract, you need to forge a working environment that will make your existing and future employees happy. The workplace needs to provide your employees with the ability to do their jobs with ease and efficiency. It is also important that you put in place processes that allow employees to learn, develop and progress within your company. If you’ve found the perfect employee, you want them to stay for the long haul.
It’s all very well having a great company culture, a perfect working environment and an existing team of happy employees, but you will never attract new talent if your activities and achievements are not promoted. Make sure that you shout about your successes on your website by regularly updating your blog. This can include work your company is doing, awards you have won, as well as posts reflecting the social side of your company. These stories can be mirrored on your social media profiles such as Facebook, Twitter, Google+ and LinkedIn. When you do advertise about a job, make sure you clearly describe the job, the type of person you’re looking for and the benefits that person would get when working at your company.
We hope that these techniques have given you a better understanding of the steps you need to take in order to effectively attract the right kind of talent to your business.
You’ve secured a job interview, Congratulations! Now what exactly to prepare?
Whether it’s a phone call or in person interview, preparation is crucial and a great way to make a first impression!
1. Research the Company!
As obvious as it sounds, so many people turn up to interviews with only basic knowledge of the company. Interviewers want to know that you have taken the time to understand the organisation’s ethos, values, how they operate and why they do what they do. You can often find information about the company on their “about us” section within the site, on their social channels or in featured news articles.
2. Reflect on the Job Description
It’s easy to read a job description, apply for the role and then not give the description a second glance. Don’t do this! Familiarise yourself with the description and requirements of the role and think about how your experience matches this. Prepare for potential questions with real-life examples that showcase your ability and skills.
3. Prepare for Potential Questions
There is nothing worse than being asked a question, not being prepared. Take some time prior to the interview to think about answers to potential questions. This can really help with keeping you calm and composed. Ultimately the interviewer wants to learn about you as a person, your skills and experience, why you want to work for them and how you can add value to the team. Try and be unique with your answers, after talking to many candidates it’s refreshing as an employer to hear something new or exciting that really differentiates you.
4. Plan the day
Being late in an interview is not ideal, of course, life can get in the way sometimes but preparing for the journey can be a great way to ensure punctuality. Find the location of the building, and always set off earlier just to be safe!
Analytics are not only expected to benefit the IT industry but guaranteed to revolutionise the way in which businesses interact and provide services to their customers.
Rather than the conventional business intelligence (BI) tools that convert raw data into meaningful and useful information, the capabilities of analytics are evolving, giving businesses the power to analyse structured and unstructured data from a variety of sources.
The current development and growing popularity of smart machines, along with the big data generated by the internet of things, makes analytics vital for ensuring that the right information is delivered to the right person at the right time. As the volume of data being generated by businesses increases, so too will the requirement for reliable and intelligent analytics.
How to use Analytics?
In order to manage this vast convergence of information, analytics need to be incorporated into individual applications so that the data being received will have already gone through a process of analysis, streamlining the overall process.
The way in which analytics will aid businesses is twofold. Firstly, analytics can be used to better serve customers. In order to ensure that information is provided to customers both quickly and accurately, analytics will enable organisations to identify relationships between data sets as well as any data anomalies.
By delivering actionable insights to consumers, analytics will imbue businesses with a valuable competitive advantage. Analytics have the potential to amplify bottom line results by enhancing the overall customer experience.
The second benefit of analytics lays in the technologies potential to be used to reduce business risks. Earlier this month Gartner published a press release stating that security analytics may be key in breach detection.
Benefits of incorporating Analytics
Analytics, when combined with security information and event management (SIEM), has the potential to bring situational awareness to security events. User behaviour analytics (UBA) for example, enables organisations to analyse user activity in order to detect meaningful security events. Future developments in analytics will result in more data being analysed, increasing the technologies ability to detect security breaches.
Analytics will give businesses the opportunity to understand the meaning behind the data generated by customer activities. It is important to remember that the value of analytics is in the answers it can provide.
How important are analytics to your business? Comment below or share your thoughts with us on Twitter at @LucasBlakeLtd.