28th September 2021
‘Diversity in the workplace’ has become a very prominent recruitment prerogative in recent years. It refers to a mixture of ethnicities, religions, cultures, nationalities, genders, sexualities, physical or mental abilities, age, educational and economic backgrounds, and much more. Many industries are working hard to have a better balance of different types of people, genders, ethnicities and cultures within them, insurance among them.
And for good reason: the benefits of having a diverse workplace are undeniable and result in tangible profits. According to a seminal 2015 study by McKinsey, ethnically diverse companies are 35% more likely to be in the top-performing quartile.
Having a truly diverse workplace has the added benefits of creating a dynamic and creative environment that supports problem solving a collaboration. Having that wide range of perspectives and inclusive attitudes in the office has also been linked to greater employee satisfaction and higher employee retention rates.
What’s more, it is important for those in insurance to remember that most audiences or customer bases are diverse, so having a solid base of different backgrounds and perspectives in your workforce will help make sure your service offering, customer support or product is better able to appeal to your customers, clients or audience.
Inclusive recruitment strategies allow you to shape your hiring process to consider how different experiences, opinions and values can work together and enhance your current team. Inclusive strategies take dedication, as people naturally gravitate towards hiring people that most closely resemble themselves and their current team, here are three easy steps to create an inclusive recruitment strategy and create a diverse workplace:
Being aware of what biases you’re trying to dispel and what common unconscious biases can impede recruitment is key to tackling diversity in the insurance industry.
Providing proper, ongoing education and training about unconscious and conscious biases about race, gender, religion, etc., to your hiring team will help to widen your candidate pool with different experiences and perspectives.
Writing a job description can be a difficult task and it’s common to use jargon or technical insurance-related language that might be part of the day-to-day language of the company but creates a barrier between you and the applicant. Try to avoid using technical acronyms or you may deter younger applicants, or qualified candidates from different professional backgrounds.
Many words are also gender coded, which means they register as more male or female oriented. This can be tricky in job descriptions, as some words will attract more male or female candidates even if that was not the intention. This can be a particular problem within insurance as roles like brokering are often perceived as male-oriented, where customer service can be more female-oriented. In order to get a good range of diverse applicants it is important to offset any coded language with generic job titles and inclusive language.
Having a diverse set of people in your hiring process will bring a diverse range of perspectives when sifting applications, during interview and in the decision-making process. This will increase the likelihood of removing certain biases.
Having a diverse team when interviewing will also encourage and reassure your interviewee of your commitment to diversity and inclusion.
Engaging an insurance recruiter, like our Resourcing solutions team, can help you at every stage when creating an inclusive hiring strategy as we are educated in bias and unconscious bias. We can also help you recognise where in your recruitment strategy you may be creating barriers between your company and diverse applicants, from the job description to where and how you market your role.
If you are looking to broaden your candidate pool and attract diverse talent, finding an insurance industry-specific recruiter, like us, will help. Myself and my team have market insight on recruitment marketing channels to make sure your job listings are seen by your ideal candidates and can help you shape an inclusive talent acquisition strategy from start to finish.
For more information on how to create an environment of diversity and inclusion in your workplace, please contact Paul Johnson, Senior Vice President of Consulting & Technology on Paul.Johnson@davies-group.com
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