3Search’s Post

With the demand for skilled workers often outweighing the available supply, organisations across the board are finding it increasingly difficult to attract and retain top talent.   As a result, talent and hiring teams are exploring innovative strategies to identify and recruit candidates, including analysing recruitment methods to ensure there are no inherent biases within the talent process to widen the talent pool.   #HarvardBusinessReview shared a great example of where organisations must analyse the current talent pool in regard to new generations entering the workforce, many of whom identify on a wider spectrum of demographics: https://bitly.ws/3dnMn   By evolving language, policies, and processes to embrace intersectionality and continuously assessing and adapting to the evolving composition of the workforce, organisations will be able to strategically align their practices to create an environment that appeals to and supports the diverse talents of new generations.   #Capgemini #Talent #Diversity&Inclusion #Retention

📢 PSA 📢 As hiring managers, it's crucial for us to confront the stark reality of ageism in the workforce, particularly its disproportionate impact on women. Let's take a closer look at the graph below, outlining the impacts of ageism on women in employment: Here's what we can do: 1. Combat Stereotypes: Challenge preconceived notions about older workers and recognize the value they bring to the table in terms of experience, wisdom, and adaptability. 2. Implement Inclusive Policies: Advocate for inclusive hiring practices that prioritize skills and qualifications over age. Ensure that job postings and recruitment processes are free from age-related biases. 3. Promote Diversity and Inclusion: Foster a workplace culture that celebrates diversity and actively supports the advancement of women at all stages of their careers. 4. Continuous Learning and Development: Provide opportunities for lifelong learning and skill development, enabling employees of all ages to thrive and contribute effectively. By taking proactive steps to combat ageism and promote inclusivity, we can create workplaces that harness the full potential of every individual, regardless of age or gender. Together, let's strive for a more equitable and empowered workforce. #AgeismAwareness #InclusiveHiring #EmpowerWomen 👩💼

Did you know that 43,000 women left the workforce last year to manage family responsibilities, a 3% increase from the previous year? 😣 And with the gender pay gap stubbornly fixed at 9.4%, unchanged over five years, the cost of losing female talent is more than just a statistic. It's a significant blow to innovation, diversity, and profitability in your organisation 🧐 The financial implications are stark, too. The average cost of hiring is over £3,600, soaring to nearly £22,000 for executive roles. This figure encompasses recruitment fees, advertising, events, and software, not to mention the impact on morale and productivity during the transition period 👇 This is why we have launched our FREE webinar for companies to attend to learn proven strategies for enhancing workplace diversity. Who should join? 👉 HR Directors, D&I Managers, and C-suite executives You can expect: ✨Expert-led insights from Elizabeth Willetts, CEO of Investing in Women and a leading voice in diversity and inclusion strategies. ✨Practical strategies to attract and retain female talent, and boost innovation and profits. 📅 Date: 18th of July, 2024 ⏰ Time: 11am GMT 💷 Cost: FREE 🌐 Format: Online If you think this looks like something your company would benefit, why not start that conversation? 🙌 Sign up with the link in the comments! #Genderpaygap #diversityandinclusion

We take gender diversity at ClearScore very seriously and we believe that a balanced and diverse workforce is better both for our business and our users.  Here are some of the things we are doing to promote greater gender diversity and equity in our organisation: 1️⃣ Removed pay negotiation and regularly benchmark salaries. Bonus and share option structure is transparent and non-negotiable. 2️⃣ Prioritise fostering inclusivity through investing in four employee community networks, including Women's Network. 3️⃣  Prioritise gender-inclusive language and refine job ads using Otta.com to ensure they resonate with diverse applicants. Our commitment extends to candidate shortlisting and hiring panels, where we strive for balanced representation, especially in leadership roles.  4️⃣ Partnering with diversity-focused institutions like Makers and Ada, the National College for Digital Skills, we actively cultivate a diverse talent pipeline, aiming for a minimum of 40% of hires that are women.  5️⃣ We invest in a fantastic ‘Women Rising’ program (provided by The Vibrancy Hub) to identify, develop, and mentor future leaders. Annually, we select circa ten women for a six-month program, offering 1:1 coaching, peer training, and collaboration, fostering their unique leadership identities.  6️⃣ Leading policies on women’s health, fertility and menopause, backed by amazing partners such as Anya, Fertifa and Talking Talent.    7️⃣ Full pension contributions during maternity leave and six months paid maternity leave, with a further six months at 25% pay.  💡 Read our full report for more details and to see our latest gender pay gap data.

Let's chat about how Syndio can help you close the opportunity gap in your organization!

🎥 Watch our on-demand webinar for key insights into public sector hiring! With an in-depth analysis of 16.8 million public sector candidates, you’ll discover critical trends in the representation of race, ethnicity, and gender across public sector salaries and job categories. Watch now: https://lnkd.in/gfbC2A8b #publicsector #diversity #govhr #hr #government

🚧Breaking the Ageism Barrier: Building an Inclusive Workplace!🏢 Hey HR enthusiasts and workplace champions!👋 Today, we're diving deep into a crucial topic: Ageism in the workplace, especially concerning our phenomenal women professionals. Eye-Opening Stats: 🚺77.8% of women face age discrimination. 👴46.2% women see ageism as ongoing issue. 👥 Top issues: stereotypes (80.7%), disrespect (50.1%). 🕵️♂️ 32% HR pros admit age affects hiring. Action Steps: 🔍Reflect: Regularly assess and address personal biases.. 📋Survey: Survey your team to uncover hidden ageism. 📚Train: Empower your team, especially managers. Diversity isn't just about gender or ethnicity—it's about embracing age, experience, and perspective. Let's value everyone's contributions and break the ageism barrier together! #HR #HRInsights #HRTrends #HRTransformation #AgeismAwareness #InclusiveWorkplace #DiversityMatters #BreakTheBias #WomenEmpowerment #WorkplaceEquality #EqualityForAll #BiasAwareness #EmpowerYourTeam #ReflectAndAct

Is your recruitment strategy truly holistic? The quality and diversity of the teams we build greatly influence the success of our business operations. However, adopting a truly holistic recruitment strategy that effectively attracts and engages the best talent across a broad spectrum of demographics often presents a challenging task. This entails considering beyond just skillsets, qualifications or experience alone. It's about recognising the value of unique perspectives, cultural experiences and cognitive diversity. Elements such as neurodiversity, age-diversity, gender balance and more, have now become increasingly essential to creating an inclusive workspace. In conclusion, it's time we lean into these broader definitions of diversity to bolster creativity, innovation and overall business performance. After all, it's through variety that we can foster truly dynamic teams. #strategy #recruitment #business

🎯Get ahead of the competition and harness the benefits of gender diverse teams Everyone faces a talent shortage in critical skill areas. Talent Acquisition can’t afford to disadvantage any demographics and equitable candidate evaluations are more important than ever. Our Playbook will help you create inclusive tech tests for candidates so you can harness the endless benefits of gender-diverse teams! It includes: 💡Reflection topics to understand why inclusive tech tests matter to you 💡Activities to challenge bias and barriers present in your current tests 💡Checklist to build inclusive tests 💡Steps to put these tests into action 👉Download it today! https://hubs.ly/Q029xSPm0 #techdiversity #womenintech #womeninstem #diversityandinclusion #diversityintech #genderequity #genderequality #changeleadership #HR #diversityleaders #inclusiveworkplace #talentacquisition

BBP - Black, Bangladeshi and Pakistani Women in the Workplace 👋🏼 Despite meaningful progress, achieving workplace equity has proved challenging. Addressing intersectional communities—such as Black, Bangladeshi, and Pakistani women—could yield far-reaching benefits. McKinsey & Company identified 80 UK companies that have higher-than-average female or ethnic-minority representation in executive teams when factoring in other dimensions of diversity beyond colour. Two-thirds of these organizations have successfully and impressively elevated female representation, but only 50 percent have achieved high ethnic-minority representation. This suggests UK companies struggle to simultaneously achieve gender and ethnic diversity. "After working for a company for three years and receiving positive reviews of my performance, I found out I was earning half as much as a White male colleague in the same position as me. I approached my supervisors and gave the company one year to increase my salary. They did not, and I left." 🔊 Full Article: https://lnkd.in/eQZNM5Zi #diversityandinclusion #dataandanalytics #womenintech