Plan sponsors trying to find right balance between hiring requirements and DEI
Canadian hiring managers are feeling pressure to meet diversity, equity, and inclusion (DEI) requirements, says research from Express Employment Professionals, conducted by The Harris Poll.
Hiring managers place a great deal/some priority on those under 30 (65 percent) and those who identify as female (63 percent), followed by those who identify as LGBTQ+ (49 percent) and people with disabilities (46 percent); though few place “a great deal” of priority on hiring these groups.
Close to half place priority on hiring those 50 or older (43 percent)—however, two-thirds of hiring managers (66 percent) and job seekers (71 percent) feel workers over the age of 65 will always have a place in the workforce.
Pressure on DEI surpasses best candidate
Less than half of hiring managers (43 percent) place priority on hiring Black, Indigenous and people of colour (BIPOC). Notably, almost half of hiring managers (48 percent) feel pressured to put meeting DEI hiring requirements above hiring the best candidate for the job.
Looking at parents, the majority of job seekers (89 percent) and hiring decision-makers (86 percent) say working mothers bring valuable skills and perspective to the workplace. While the majority understand that working parents face challenges in the workplace, they are more likely to acknowledge this for mothers (84 percent of job seekers and 75 percent of hiring managers) than fathers (69 percent and 58 percent, respectively).
Implementing DEI Initiatives
“Organizations that have a strong workplace culture in diversity and inclusion have been linked to an increase in productivity, belonging, engagement and innovation,” says Angela Russell, organizational development and DEI manager at Express Employment International.
A 2021 survey by Harvard Business Review and the Society of Human Resource Management shows hiring managers need the following to support and improve DEI efforts:
- Visible executive support, such as regular communications and leading by example (59 percent)
- DEI training for managers (58 percent)
- Training for employees (55 percent)
- A culture that is consistently supportive of DEI across all divisions or geographies; tied with mechanisms for employees to report DEI-related incidents without fear of reprisal (49 percent)
For hiring managers who feel pressure to put DEI hiring requirements before choosing the best candidate, Russell says that as an equal opportunity employer, they should always hire the best candidate for the job based on their knowledge, skills, and abilities.
The best workforce is one where every employee feels seen, heard, and secure in the knowledge of what they bring to the table, says Bill Stoller CEO of Express Employment International. "Diversity isn't just about ticking boxes; it's about embracing a kaleidoscope of perspectives, experiences and talents. In a diverse workplace, ideas flourish and companies thrive."
