Building the future workforce - Diversity, Equity, and Inclusion (DEI) as revolutionary aspects in Recruitment

 

In today’s business world , companies strive to create diverse and high-performing teams . DEI stands for Diversity, Equity, and Inclusion .As hiring and recruitment has become a critical aspect , Studies show that diverse organizations tend to perform better, which is why reducing bias in recruitment and selection is crucial to building a thriving and inclusive workplace.

DEI in Hiring :

DEI hiring is a process that ensures diversity and fairness is maintained throughout the entire recruitment process. In another words ,it's all about giving every candidate an equal opportunity, focusing on their qualifications ,  technical and other job related aspects ,rather than focusing on their background or appearance.

When we talk about diversity it includes differences in gender ,race ,sexuality ,age and more . Diversity can be discussed in two types .

Inherent diversity : This refers to the characteristics like gender ,age and race

Acquired diversity : This refers to the education , skills and experience of the candidate

 

In DEI , equity (E) stands for ensuring fair practices and equal opportunities for all , whilst inclusion (I) stands for ensuring that employees feel accepted and supported and being able to be themselves at the work place

 

Why DEI Matters :

Researches and studies conducted by McKinsey and Company , Deloitte and Glassdoor have highlighted that companies with more diverse workforces perform better in their financial achievements ,employee engagement ,higher retention rates and attracting top talent .

Hence , it could be commented that building diverse teams is not merely the correct thing to do , but it is the path for success in any business :

Summarized facts of the studies conducted :

• Better Performance: Diverse companies have outperformed their competitors, with ethnically diverse companies having higher financial returns, according to the studies
• Engaged Employees: Employees in inclusive workplaces are more engaged. Deloitte has reported that 83% of millennials are engaged when their company fosters an inclusive culture.
• Higher Retention: Employees in diverse environments are more likely to retain with their employer, especially when they trust that they are treated fairly.
• Attracting Talent: 67% of job seekers prioritize diversity in the workplace, so there is a higher chance for companies with diverse cultures attract top talent.

 

Main DEI Recruitment Strategies to be adopted by the Employers :

1. Job Descriptions to be inclusive:  Employers should avoid using job descriptions that may discourage specific groups.
2. Diversity to be shown throughout the Hiring Process: Candidates are more likely to accept job offers when they see a diverse team during the hiring process.
3. Training on Bias Awareness: Regular training to recruiters help them to recognize and address unconscious bias, leading to fairer decisions.
4. Interviews to be standardized :  Employers should use a set of standardized questions to evaluate all candidates equally and reduce subjectivity.
5. Fostering an Inclusive Company Culture is important : It is of utmost importance that the employees feel valued and supported in any organization . Conducting regular seminars and events can foster and promote diversity and inclusivity.

 

The Importance of an Inclusive Workplace for Job Seekers

Reports have shown that more than 75% of candidates and employees consider maintaining a diverse workforce as an important criteria when selecting organizations for and job openings . This suggests that, regardless of whether diversity is a focus for a company, diversity is evaluated and considered by candidates during their interview and selection process.

 

Why Diversity is Considered Important by Job Seekers

Diversity is especially important to underrepresented groups and it has been found that a fair amount of job seekers would not apply to an organization where diversity is lacking . Hence, it is vital for the employers to actively pursue diversity from the recruiting process itself .

Research done by McKinsey and Company in USA has pointed out that workforces which are ethnically and gender-diverse are associated with higher profitability and productivity , highlighting that diversity is not only important for ethical reasons but also for business performance .

 

Do Employees expect the Employers to actively promote Diversity :

In European and USA context it’s a Yes . Job seekers do express interest in diversity, it has also been noted that current employees believe more should be done by companies to increase workforce diversity.  Surveys have revealed that nearly 50% of employees are of the opinion that their Employers should draw more consideration to foster and promote  diversity.

Employees have a significant impact on shaping the employer brand. While candidates may look at a company’s website and online profiles, information is also sought from employee reviews on platforms such as Glassdoor. If diversity is a priority for a company, employees should be informed about initiatives, involved in efforts, and encouraged to contribute to a culture that values inclusion. This not only boosts employee engagement but also attracts more diverse talent.

Implications for the Employers :

In order to effectively understand the performance of a company in terms of diversity and inclusion, the perspectives of all employees should be considered. If significant gaps exist in satisfaction ratings across different racial or ethnic groups, steps should be taken to address these disparities. Without gathering feedback from a diverse range of employees, efforts to improve DEI may fall short.

In conclusion, whether or not a company is actively recruiting for diversity, it is clear that job seekers, especially those from underrepresented groups, are paying close attention to the company's commitment to diversity. By gathering employee feedback and making necessary improvements based on this information, a more inclusive and engaged workforce can be created, which will help attract diverse talent from all backgrounds.

 

 

How globally recognized Corporate entities practice DEI in their workplaces :

1. Accenture

Accenture is a global consulting giant and is widely recognized for its comprehensive DEI efforts.

• Diversity Recruiting Programs: Accenture mainly focuses on building diverse pipelines through its Inclusion and Diversity Recruiting Strategy. It has partnered with educational institutions and organizations to reach diverse candidates
• Global Inclusion Council: Accenture has a council that works on developing strategies that promote DEI across hiring, retention, and development.
• Hiring Metrics: Accenture tracks and reports its diversity hiring data, ensuring that the company meets its diversity goals and creating transparency in its efforts.

 

2. IBM

 

IBM has been continuously in focus on DEI recruitment strategies for many years and has been successful in in advocating for diversity in tech.

• Diversity in Technology Hiring: IBM focuses on recruiting a diverse pool of candidates in tech roles by hosting events like Women in Technology and partnering with organizations that focus on diversifying STEM education.
• Inclusive Hiring Practices: IBM's recruitment process uses blind hiring practices to reduce bias and uses AI and data analytics to find and recruit diverse talent from across the globe.
• External Partnerships: IBM partners with external organizations, including Code.org, National Center for Women & Information Technology to promote and recruit from underrepresented groups in technology.

 

3. Apple

Apple has taken bold steps in making its workforce more inclusive and diverse

• Diversity & Inclusion Strategy: Apple tracks and shares its progress on diversity in its annual diversity report. The company has also committed to increasing the representation of women, Black, and Latinx employees within its global workforce.
• Recruitment Programs for Underrepresented Groups: Apple has a Campus Diversity and Inclusion program that focuses on hiring students from underrepresented communities, offering internships and job opportunities.
• Bias Training for Hiring Managers: Apple requires hiring managers to go through training that helps reduce unconscious bias, making sure that all candidates are given a fair opportunity.
• Veterans Recruiting Program: Apple has a dedicated program to recruit military veterans, focusing on providing opportunities to people who have served in the military.

4. Johnson & Johnson

Johnson & Johnson is committed to creating a diverse and inclusive workforce and has developed a comprehensive DEI recruitment strategy.

• Diversity and Inclusion Recruiting: The company has pledged to increase the representation of women, people of color, and veterans in its workforce. Johnson & Johnson also tracks and measures progress toward their diversity goals.
• Diversity Hiring Events: Johnson & Johnson hosts diversity career fairs and events targeted at underrepresented groups to ensure a broad and inclusive talent pool.
• Inclusive Leadership Development: The company provides leadership development programs designed for underrepresented groups, offering opportunities for career growth and leadership roles.
• Internships for Diverse Talent: Johnson & Johnson has set up a program for diverse undergraduate students, encouraging more people from underrepresented groups to pursue careers in healthcare and sciences.

 

Is DEI not practiced in Sri Lanka :

Though DEI has not drawn much attention in Sri Lankan context at present, it will become a trend in near future given the changes in thinking patter on the new generations .

Nestle and John Keells are two Corporate entities who are practicing DEI approach in their work places

 

Nestle :

Nestlé is deeply committed to diversity, equity, and inclusion (DEI), fostering and promoting an organizational culture where all employees irrespective of their gender ,race ,disabilities and sexual orientation are accepted ,valued and supported to reach their full potential. Their approach is rooted in three key areas: culture, societal engagement, and innovation.

Key areas of Nestlé’s DEI Strategy:

1. Inclusive Culture:
• Nestlé focuses on promoting and cultivating an inclusive culture that embraces the diversity of employees, enabling everyone to contribute authentically towards organizational goals . The company is committed to ensure equal opportunities, privacy protection, and a workplace free from discrimination and harassment.
2. Action Plans:
• Nestlé’s DEI initiatives are implemented and practiced with drawing attention on  maintaining a gender balance , equal treatment for people with disabilities, treating all with equal respect regardless of race & ethnicity. They follow a tailored action plan to ensure equal opportunities for growth and inclusion for all employees.
3. Gender equality :
• Nestle is a longstanding advocate and promoter for gender equality . They have been a member of the UN Global Compact and signed the United Nations Women’s Empowerment Principles.
• The Gender equality acceleration Plan is designed to have a balanced approach towards gender representation across the workforce . This has been done with a  emphasis on leadership positions . This includes actions like unconscious bias training, supporting parental leave, flexible work policies, and mentoring women for executive positions.
• In the year 2022, Nestlé has reached its goal of having 30% women in the top 200 senior executive roles. It is reported that 45% of managerial positions are currently held by women.
4. People with Disabilities:
• Nestlé is a member of the International Labour Organization’s Global Business and Disability Network and they are dedicated to the inclusion of people with disabilities
• They have joined The Valuable 500 initiative in 2020, which focuses on creating equal opportunities and improving accessibility for individuals with disabilities.
• The company helps youngsters with disabilities to build the skills needed to succeed in their careers , Through the Nestlé Needs YOUTH program
5. Race and Ethnicity:
• Nestle has a global presence representing 177 nationalities and they have ensured that local representation is available in leadership roles . It is reported that more than  85% of the managerial positions are held by local employees.
• They are a pioneering member of the World Economic Forum’s Partnering for Racial Justice in Business initiative, and they are actively engaged in promoting racial and ethnic inclusion.
• The company has strict policies and zero-tolerance for discrimination, supported by initiatives such as the Policy Against Discrimination, Violence, and Harassment at Work and the Global Guidance for Supporting Employee Victims of Domestic Violence or Abuse.
6. Training and Awareness:
• The company prioritizes education and awareness by training almost 95% of its recruitment managers and 90% of employees on unconscious bias and sexual harassment prevention.

Through these ongoing efforts, Nestlé continues to build an inclusive workplace where employees are valued , empowered and are able to be themselves at work. Their DEI approach and commitment is a fundamental part of their strategy, driving both organizational success and positive societal impact.

 

The John Keells Group :

The John Keells Group also has introduced several impactful initiatives in order to foster gender equality and women empowerment across its diverse business sectors. Given below are some key efforts shared by the company :

1. ONE JKH DEI Initiatives

• The company has formed a team named  ‘’ONE JKH core team ‘’, which is the driving force behind the DEI initiatives powered by the Group .  One initiative taken by the company is the  SanNap programme, which provides free sanitary napkins to all female employees, ensuring menstrual health, and helping to eliminate stigma surrounding the issue.
• A new policy was introduced recently allowing 100-days equal parental leave promoting gender equality in childcare responsibilities . This initiative encourages both parents to share in the parental and caregiving role.

2. Women empowerment in the Workforce and Communities

• Ceylon Cold Stores ( JKH group company) has launched a programme named  Gunadamin Elephant House, which has created the first female-led plastic collection centre
• Another initiative is Dinannee, a frozen confectionery venture that empowers women in the distribution network.
• These programmes are aimed to uplift women in local communities while contributing to the economy and promoting sustainability.

3. Mentorship to overcome career barriers

• Cinnamon Hotels & Resorts (JKH group venture) , has launched a mentorship initiative through the John Keells Foundation’s “Final Step” University Soft Skills programme, which provides young women with skills and mentorship to thrive in the corporate world.
• This programme encourages aspiring female leaders to seek mentorship and support to overcome career obstacles /challenges.

4. Diversity & Inclusion in the Workplace

• Jaykay Marketing Services has implemented a diverse and inclusive work culture at Keells, where participation of female employees has increased significantly. Female-empowered stores, hybrid work options, and recognition of women through awards like ‘She Inspires’ are some initiatives taken by them which have contributed towards attracting and retaining female talent. Some of these roles are traditionally male-dominated roles.

5. Encouraging Women in STEM

• John Keells IT has a programme called Formula 1 , which trains women in STEM fields. This initiative offers training in technological aspects such as SAP, Microsoft, and software development, providing women with the skills to excel in technical roles and encouraging more women to pursue careers in STEM.

6. Corporate Policy

• The Group has taken many initiatives and has been actively involved in pioneering changes in regulations to provide women with flexible work arrangements, childcare support, and access to diverse job roles.

7. Gender Gap

• At Union Assurance 51% of their workforce consists of female employees and they have taken ongoing efforts to increase female representation at senior management position . Their Inspire programme and recognition of women-friendly workplaces showcase their commitment to supporting female employees.

8. Empowerment of Future Female Leaders

• The group has adopted active strategies to empower the next generation of female leaders, particularly considering the current brain drain. Key strategies includes initiatives such as expanding access to job opportunities, offering professional development programs, and creating an inclusive environment that supports women in non-traditional roles.

 

Above discussed facts justify the John Keells Group’s dedication to building and sustaining a  workplace where women are empowered, supported, and given equalopportunities to excel, both within the organization and in the wider community. Through these efforts, the Group is not only promoting gender equality but also contributing to long-term sustainable growth in the society .

 

 

Concluding Thoughts

The journey towards successful DEI hiring starts with recognizing biases and actively working towards eliminating them . Setting clear DEI objectives, offering continuous training, and embedding inclusive practices are essential to making DEI an integral part of the workplace culture.

 

 

 

Key References :

 

https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/why-diversity-matters

https://www.glassdoor.com/blog/the-future-of-dei-rebrand-or-rollback/

https://www.glassdoor.com/blog/conversation-starter-state-of-dei/

https://www.glassdoor.com/blog/equal-pay-day-workplace-gender-gap-2025/

https://economynext.com/brand_voice/how-john-keells-groups-dei-vision-is-changing-the-corporate-landscape/

https://www.nestle.lk/jobs/diversity-equity-inclusion

De Souza, L. & White Jr, T., 2024. Innovation from Diversity, Equity, Inclusion, and Belonging Research: An Implementable Model for Equitable Talent Acquisition and Retention. Available at: https://eric.ed.gov/?id=EJ1430414

Eshete, S.K. and Birbirssa, Z.A., 2024. Strategic Human Resource Management (SHRM) in Creating Inclusive Workplace: Systematic Review. SAGE Open, 14(4), p.21582440241287667.

Faruk, F., 2024. Create diversity and equality in the workplace through inclusive and fair HR management practices. International Journal on Social Science, 14(1), pp.54-62.