Proud at Work: LGBTQ+ Diversity & Inclusion in the Workplace

Posted on June 5, 2023May 14, 2024 by edyson

The month of June was designated LGBTQ+ Pride Month in remembrance of the Stonewall Uprising that occurred on June 28, 1969, when LGBTQ+ patrons of New York City’s Stonewall Inn clashed with police after the bar was raided. As people around the world commemorate this watershed moment for LGBTQ+ rights, it’s important for employers to have a deep understanding of the history and effect of these events in order to support employees and candidates.

The year after the uprising, marches were organized in New York City, Los Angeles and Chicago to commemorate the events of Stonewall and advance LGBTQ+ civil rights. Today, across the globe, numerous memorials, events and pride parades happen all month long to recognize the influence, struggle and triumphs of the LGBTQ+ community.

The events of Stonewall and the activism it inspired in its wake have helped spread the importance of LGBTQ+ equality and inclusion and the dangers of LGBTQ+ discrimination. This is evidenced by the increasing acceptance of the LGBTQ+ community across all age groups, but especially among younger generations — including Millennials and Generation Z — who are taking up larger parts of the workforce each year. In fact, according to a Gallup survey, the number of U.S. adults who identify as LGBTQ has more than double in a decade, from 3.5% in 2012 to 7.1% in 2022 — largely driven by people aged 25 and under.

Consequently, organizations looking to recruit the next generation of top talent need to be inclusive of LGBTQ+ employees and job-seekers in their policies, workplace culture, and talent acquisition strategy. That’s because, not only are LGBTQ+ people more likely to work for inclusive organizations, but so are their allies, 72% of whom said they were more likely to accept a job at an inclusive employer.

So, whether your organization is just beginning its diversity and inclusion journey or you’re looking for additional strategies to improve your diversity program, it’s always a good idea to brush up on the history, needs, and concerns of historically marginalized groups to better understand, engage and recruit in an increasingly diverse talent landscape.

Here, we provide a historical look at LGBTQ+ activism and its victories in the fight for workplace equity.

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Heartbreaks & Triumphs: Milestones in the Fight for LGBTQ+ Equality in the Workplace

After the passage of the Civil Rights Act of 1964 in the United States, brave activists participated in a series of demonstrations for employment protections. At the same time, activists worldwide were also fighting for change, creating a global movement for LGBTQ+ rights. This timeline represents the struggles endured – and triumphs won – in the fight for LGBTQ+ rights in the workplace.

1924: Henry Gerber founded the first gay rights organization, The Society for Human Rights. It aimed “to promote and protect the rights of LGBTQ+ people, including the right to work.”
1969: Patrons of the Stonewall Inn in New York City clashed with police, who attempted to raid the establishment. The event is credited with igniting the modern LGBTQ+ rights movement.
1974: Rep. Bella Abzug (D-NY), along with Rep. Ed Koch (D-NY), introduced the Equality Act, which would have amended the Civil Rights Act of 1964 to include sexual orientation under the protected classes for employment.
1982: Wisconsin became the first U.S. state to outlaw discrimination based on sexual orientation.
1996: The United States Supreme Court decided that Colorado’s second amendment – which denied gay and lesbian people protections against discrimination – was unconstitutional, calling them “special rights.”
2009: President Obama signed a Presidential Memorandum allowing same-sex partners of federal employees to receive certain benefits.
2010: The U.S. Senate voted to repeal the “Don’t Ask, Don’t Tell” policy, allowing gay and lesbian people to serve openly in the U.S. military.
2015: The U.S. Supreme Court declared same-sex marriage legal in all 50 states.
June 2020: The Supreme Court of the United States (SCOTUS) affirmed that LGBTQ+ workers were protected from discrimination under the Civil Rights Act of 1964 – a landmark decision.

To engage a new generation of workers and clients – many of whom choose careers, products, and services based on businesses’ diversity and inclusion practices – organizations must reexamine their workplace culture and policies. In the next section, we provide guidance and strategies to make your recruiting and talent management programs as inclusive as possible and how to address LGBTQ+ issues in the workplace, as well as what steps you can take now to make your organization more inclusive for LGBTQ+ employees and candidates.

Strategies to Promote and Support LGBTQ+ Inclusion in the Workplace

While the June 2020 SCOTUS ruling represented major progress for LGBTQ+ civil rights in the U.S., there is still much work to be done to ensure every workplace has inclusive policies and practices in place. Specifically, the Human Rights Campaign’s report, A Workplace Divided: Understanding the Climate for LGBTQ Workers Nationwide, found the following LGBTQ+ discrimination facts:

1in 5 LGBTQ+ workers reported having been told, or had coworkers imply, that they should dress in a more feminine or masculine manner
53% of LGBTQ+ workers reported hearing jokes about lesbian or gay people at least once in a while
31% of LGBTQ+ workers said they had felt unhappy or depressed at work
The top reason LGBTQ+ workers didn’t report negative comments they heard about LGBTQ+ people to a supervisor or human resources was because they didn’t think anything would be done about it – and they didn’t want to hurt their relationships with coworkers.

Therefore, strong policies against LGBTQ+ discrimination in the workplace, benefits and other practices that include LGBTQ+ workers are essential for organizations as they compete for talent – now and in the future. Below are suggestions for how your organization can improve LGBTQ+ inclusion, as well as how to attract and engage candidates from the community.

Create a Formal Policy to Reduce LGBTQ+ Discrimination

If you want to display your commitment to LGBTQ+ workers, setting formal policies outlining your expected behaviors organization-wide is a good place to start. Not only is this important in terms of communicating your organization’s support of LGBTQ+ employees and the community, but it also helps reduce compliance risks and costly discrimination litigation.

Specifically, the policies you put in place should support all employees’ understanding of what type of behavior is inappropriate, while also clearly communicating that harassment and homophobia in the workplace will not be tolerated. In particular, your anti-discrimination and harassment policies should address sexual orientation, gender identity and gender expression as prohibited grounds of discrimination. You may also want to provide examples of what discrimination and harassment look like to further educate employees. Finally, be sure to check with your legal department before enacting formal policies to ensure you are in compliance.

Support LGBTQ+ Workers by Using Gender-Neutral Language

Likewise, using gender-neutral language when writing and speaking to employees and job candidates can go a long way in making members of the LGBTQ+ community feel visible and included. First, examine the language on your career site, in recruiting messaging, during interviews and in other internal policies to make sure the copy is not exclusionary. Furthermore, while reviewing your career site, consider all the ways that gendered language enforces stereotypes and erases the existence of genderqueer and gender non-binary people within organizations. For example, instead of using “he” or “he/she,” it is acceptable – and, in some cases, preferred – to use “they” as a singular, gender-neutral pronoun. In fact, this is the practice of many major news and media outlets, such as The Washington Post.

Similarly, your organization should also review the language in your employee dress codes. For instance, instead of outlining appropriate workplace attire for men and women, you could simply state that all employees must dress to meet professional standards.

Reevaluate Your Benefits

Additionally, to ensure your benefits package meets the needs of LGBTQ+ employees, it’s also important to understand their specific needs related to medical coverage, parental leave, bereavement and any other benefits you may offer. To that end, benefits that appeal to the needs of LGBTQ+ candidates are likely to attract more qualified candidates and help your employer brand stand out.

As an example, some organizations have progressive benefits packages that include coverage for drugs related to HIV/AIDs (including PrEP) and coverage for transition-related costs (including gender affirmation surgery.) Again, ensure you’re using inclusive language and perform regular reviews to ensure your benefits package remains relevant to your LGBTQ+ employees.

Provide Training for Managers

Meanwhile, managers should also be invested in the care and wellbeing of those who work for them and are also responsible for ensuring their teams interact professionally and respectfully. Plus, managers are often the first point of contact for questions around health benefits, dress code, use of restrooms, etc. As such, it’s important that they’re able to answer questions confidently and respectfully – or know where to direct an employee if further support is needed.

Granted, some managers will defer any uncomfortable questions to HR for fear of saying the wrong thing. But, a manager who understands the organization’s stance on these issues and is comfortable discussing it also sets the tone for inclusion in their department; training leads to confidence.

Support LGBTQ+ Employee Resource Groups

Employee Resource Groups (ERGs) are voluntary, employee-led groups made up of individuals who come together based on common interests, backgrounds, or demographic factors, such as gender, race or sexual orientation. ERGs provide safe places for people to meet, support each other and talk about issues related to the LGBTQ+ community in the workplace.

By supporting ERGs, you communicate to your workforce – and potential job candidates – that your organization supports the LGBTQ+ community. In turn, this can help boost retention and also improve your employer brand for job candidates researching your organization.

Support Gender Identity: Gender Neutral Policies for Talent Acquisition & Talent Management

Gender transition refers to the process that some trans people undergo to affirm their gender identity. For some people, their transition may include changing their name and how they dress. As outlined by both the Human Rights Campaign and The 519’s Creating Authentic Spaces, gender transition guidelines ensure that there is an institutional protocol on how to support an employee who transitions.

However, there is no singular way for a person to transition; this is a personal process that is defined by the individual and, as such, it’s integral that these guidelines and any formal documents communicate that. Therefore, transition guidelines should delineate the responsibilities and expectations of supervisors, colleagues and other staff, as well as clearly state that any employee who wishes to transition will be supported.

Combating LGBTQ+ Discrimination in the Workplace: How to Support LGBTQ in the Workplace

If your organization is looking to have more of an influence in the LGBTQ+ community, you’re not alone. Many organizations have played an important role in the progress of LGBTQ+ rights by displaying public acts of support and becoming regular sponsors of annual pride events around the world. As a matter of fact, a record 206 major corporations signed an amicus brief in the spring advocating for the Supreme Court’s June 2020 decision protecting LGBTQ+ individuals from workplace discrimination.

At the same time, many organizations are also increasingly making business-critical decisions about recruitment practices, employee resource groups, and employer branding that embrace and welcome the LGBTQ+ community. Next, we’ll outline how your organization can better support LBGTQ+ employees and the communities they represent.

LGBTQ+ Diversity and Your Supplier Network

While many organizations have a formal code of conduct for employees, fewer extend this code to their suppliers. Ensuring suppliers align with your organizational values around LGBTQ+ inclusion goes a long way toward supporting LGBTQ+ workers. For instance, consider where your organization orders office supplies, goes to for catering, hires for cleaning, etc. These are all examples of opportunities to support organizations that are committed to LGBTQ+ inclusion and diversity.

One of the best ways to get your organization in front of many diverse suppliers is through non-profit LGBTQ+ organizations that work to connect diverse suppliers with the corporations looking to do business with them. The following organizations are a good place to begin:

Updating Recruiting & Hiring Practices for the Future

Building an inclusive organization starts with recruiting and hiring a diverse set of employees. Unfortunately, conscious or unconscious bias against LGBTQ+ applicants can prevent them from getting hired, and prior studies found evidence of bias against LGBTQ+ job applicants.

Many LGBTQ+ workplace issues begin before a person is hired. The selection process can also be full of challenges for an LGBTQ+ person. For example, studies using résumés indicating that they belong to gay men, queer women and transgender applicants received fewer callbacks compared with résumés without any indication that the applicant was gay, queer or transgender, respectively. A similar study compared matched pairs of women – in which one woman in the pair was transgender – finding a net rate of discrimination of 42% against transgender applicants, illustrating LGBTQ+ employment discrimination is still a persistent issue.

Clearly, qualified applicants should not have to hide their identity to get a job. Yet, one in 10 LGBTQ+ people reported removing items from their résumé to hide their sexual orientation or gender identity (SOGI) from employers. Alternatively, strategies like blind résumé screening – removing names, gender signifiers and affinity-group affiliations – can help reduce unconscious bias in hiring decisions.

In the meantime, start training recruiters and hiring managers on the many forms of unconscious bias that play out in the hiring process to ensure they’re selecting the best person for the job – regardless of perceived differences. For instance, consider whether your recruiters know how to interact with references who might not be aware of a previous employee’s gender transition (for example, a candidate’s previous employer may have known them by a different name and as a different gender).

Along the same lines, also consider where your job postings are advertised and how they’re written: Do they use gendered language? Are they reaching a diverse range of communities and people? Also, consider posting to job boards and relevant publications that are geared toward LGBTQ+ communities.

Intersectionality & Inclusion

Many LGBTQ+ employees and job candidates are subject to discrimination based on their sexual orientation and other aspects of their identity. Furthermore, traits such as race, gender, religion and immigration status can also intersect, which may lead to the individual experiencing discrimination on multiple fronts.

Today, most diversity and inclusion efforts include equity as a dimension, which gives everyone equal opportunities to develop and considers their background and the unique challenges they face. But, because the LGBTQ+ workforce is not a monolithic group with a single set of experiences and needs, avoid categorizing LGBTQ+ employees as a siloed group when crafting your diversity and inclusion strategies. Instead, if you want to build a truly effective diversity and inclusion strategy, start with a foundation grounded in intersectionality, which provides a lens to create and refine innovative and meaningful solutions that truly include everyone.

Moreover, to combat LGBTQ+ discrimination in the workplace, analyze data on pay and employee engagement – separating out variables of race, gender, sexual orientation or physical ability – to get a better picture of intersectional challenges within your organization. While this approach may seem complex, it’s necessary to improve inclusion. Also, note that intersectionality doesn’t require creating countless subgroups for each possible intersection. Instead, diversity and inclusion leaders, as well as ERGs, should educate employees on intersectionality to help everyone understand all of the possible contextual life factors of their LGBTQ+ colleagues and the experiences that these unique identities create.

LGBTQ+ inclusion in the workplace is fundamentally the right thing to do, and making the business case can sway those on the fence about the importance of LGBTQ+ inclusion. But, ultimately, as talent professionals, providing a space for all employees to thrive and bring their authentic self to work is what’s most important in the fight against LGBTQ+ discrimination in the workplace. As the march for equality continues, it’s beneficial to use multiple strategies to achieve a world in which LGBTQ+ people are celebrated for their diversity and unique experiences.

Only 5% of organizations say they’re succeeding with their DE&I initiatives. Download our free research report, Diversity & the Candidate Experience: Identifying Recruitment Pitfalls to Improve DE&I Outcomes, for insights into how to improve diversity recruitment outcomes.

The Multigenerational Workforce: Gen Z in the Workplace

Posted on May 19, 2023September 9, 2024 by akessler

To continue our series, The Multigenerational Workforce, this article explores the challenges and opportunities of Gen Z in the workplace. For the first time in modern history, four generations are working side-by-side: Baby Boomers, Gen X, Millennials and Gen Z. The ratios will change over the coming years—and so will each group’s level of influence.

Gen Z is overtaking Baby Boomers as the largest generation history, boasting an incredible two billion people globally, and is set to become the largest demographic in the workplace by the end of the decade. Leaders must not underestimate the impact this generation’s ideas and perspective will have on the world and the workplace. By understanding their needs and preferences, you can attract, engage and hire the best Gen Z talent to propel your workforce into the future.

Who is Gen Z?

While sources vary, Gen Z is generally defined as the generation born approximately between 1995 and 2010. They are the first generation to grow up with the internet and social media and have come of age in a time marked by 9/11, polarized politics, economic fluctuations and climate woes. They watched their parents lose jobs during the Great Recession. Then, they experienced the biggest educational and workplace disruption in modern history as COVID-19 lockdowns led to their classes moving online, a surge in unemployment and psychological distress.

As voracious consumers and creators of digital media, they focus on curating their online presence and have developed an “unapologetically me” ideology. As a result, they are generally socially progressive and value diversity.

Perhaps ironically, growing up in this hyperconnected online world has also fueled feelings of isolation and loneliness among many Gen Z-ers. Seeing friends posting content and having fun (cue the #FOMO), alongside the pressure to keep on top of social trends, can make the feelings of disconnection even more acute, leading to increases in depression and anxiety.

What Matters to Gen Z in the Workplace?

Gen Z-ers have different expectations and priorities than previous generations of workers. They’ve expressed less loyalty than past cohorts and are more pragmatic. They don’t assume they’ll have a social safety net upon retirement since seeing layoffs and pensions shrinking.

Here are some more characteristics to look out for when hiring Gen Z candidates.

Fighting for Social Change

After witnessing the #MeToo and Black Lives Matter movements as well as the increased frequency of natural disasters due to climate change, Gen Z is seeking employment that matches their personal values. They believe in their ability to make a difference individually and are also demanding that employers do their part to help build a better future.

LinkedIn released a global study of nearly 10,000 professionals which found that 68% of workers in the UK, France, Germany and Ireland consider it important to work for companies that are aligned with their values. In the U.S., it’s higher at 87%. Gen Z is driving this shift, with nearly 90% in Europe saying they would leave a job to work somewhere that better matches their values.

Digitally Native but Digitally Unsure

Growing up with access to the internet and mobile devices has led to a widespread presumption that Gen Z-ers are innately good with tech. However, new research shows this may not be the case at work.

One in five of the 18-to-29-year-olds polled in HP’s Hybrid Work: Are We There Yet? report said they felt judged when experiencing technical issues in the workplace. Furthermore, this “tech shame” leads 25% of young professionals to actively avoid participating in a meeting if they think it will expose their tech shortcomings.

Generation Disenchanted?

Much has been said about the number of older workers taking early retirement, but the biggest rise in inactivity since the pandemic has not been among Baby Boomers, but workers aged between 18 and 24. In the UK, the share of workers in this age group classed as economically inactive—meaning they’re not actively working or looking for a job—stood at a record high of 32% in the second quarter of 2022. Plus, of those who are students or currently unemployed, 1 in 10 said they never intend to start working.

In a rejection of the “girlboss” and “hustle culture”, the hashtag #IDontDreamOfLabor has taken off as a platform for Gen Z to speak candidly about their rejection of work as the basis for identity, framing it instead as a financial necessity for paying the bills. In the shadow of the Great Resignation, Gen Z is vocal about the role of work in their lives—sometimes to viral acclaim. Some have taken to TikTok to coach their peers on how to negotiate salaries, which red flags to look out for in the interview process and how to stick up for what they want at work.

The formative experience of the Great Recession combined with entering the workforce during the pandemic has taught young people that hard work doesn’t necessarily guarantee stability. They want better than what their parents had and aren’t shy about demanding more from their employers. Organizations who can navigate these expectations will win the hearts of Generation Z.

Strategies for Engaging Gen Z at Work

To help Gen Z workers become as productive and successful as possible, employers need to showcase their values and offer a combination of ongoing wellbeing support and robust skills training.

1. Evaluate Your Employer Brand for Gen Z

As most young people seeking employment with a company they can believe in, it’s important to build an employer brand that resonates with Gen Z values. In the recent global study, Inside the Candidate Experience, PeopleScout found that the top things Gen Z job seekers look for when evaluating a job are:

Mission and purpose

Flexible working and work/life balance

DE&I; Company culture (tied)

With mission and purpose as the top factor for Gen Z job seekers, it’s surprising how few organizations include this information on their career websites. On the sites we examined, we found an organization’s mission and purpose less than half (48%) of the time. This means that half of companies are passing up an opportunity to engage emotionally with their young talent audiences and assist prospects in understanding how the job they have applied for fits into that goal. Candidates won’t look at your open roles if they can’t identify your mission on your careers site.

2. Embrace Social Media

Despite concern over how much Gen Z-ers use and consume social media, it is their main way of staying connected, so it is imperative for employers to have a strong presence on social. Two-thirds of candidates use social media to research companies during their job search. Yet, a third of employers are not posting career related content (above and beyond job listings) to their social channels at least once a week.

Favorite social platforms for Gen Z include TikTok, Instagram and YouTube—so consider creating video content to engage talent from this generation. “Day in the life” videos are a great way to provide a realistic job preview and show early careers talent what it’s like to work at your organization.

3. Showcase Your DE&I Efforts

Diversity, equity and inclusion (DE&I) is a top consideration for Gen Z candidates when looking for a job, and they’ll be scrutinizing any employer to separate lip service from authentic DE&I action. When candidates from underrepresented groups are searching for jobs, the right job title might be enough to get them to click on a posting—but whether they actually apply is influenced by what they read and hear about how an organization treats its people.

Representation matters, and employers who showcase employees across a range of demographics show candidates that people from diverse backgrounds can flourish at their organization. Ensure your recruitment communications include voices and stories from underrepresented groups at all levels of the organization.

Employers should also strive for transparency with their diversity recruitment data and share any plans they have in place to shift the dial around representation. Then, when candidates from underrepresented groups encounter similar voices throughout the recruitment process, they’ll realize that not only are they welcome at the organization, but they’ll also have the opportunity to thrive and progress.

4. Offer Employee Mental Wellness Benefits

Growing up entirely in the digital age has undeniably had an impact on how this generation interacts with others. With fewer in-person exchanges, some 37% of Gen Z feels worried that technology weakens their ability to maintain strong interpersonal relationships and develop people skills. Living in a world of non-stop communication through apps and social media also contributes to mental health conditions like anxiety. The strain of modern living on mental health has been further exacerbated by the pandemic and lockdown life.

Gen Z-ers are proud advocates for mental health, sharing their experiences and removing the stigma around depression and anxiety. According to Cigna International Health’s 2023 survey of almost 12,000 workers around the world, 91% of 18-to-24-year-olds report being stressed. And they’re looking for support from their employer. A whopping 92% of university students say employers should offer mental well-being benefits, and more than a third (36%) are prioritizing those who do as they start their careers.

Employee assistance programs, employee resource groups and workplace mental health training are all ways employers are creating a culture that promotes mental health and wellbeing. Gen Z will be drawn to employers who are joining the conversation around mental health and creating a safe space to raise and address these issues.

5. Highlight Growth Opportunities for Gen Z

Worryingly, 37% of young people say their education did not adequately prepare them with the technology skills they need for their career. This digital native generation is lacking in the digital literacy most organizations need to fuel future innovation.

Gen Z is prioritizing employers who demonstrate investment in developing their employees’ skills and career paths. Employers who highlight training, mentoring and professional development programs in their recruitment materials will satisfy Gen Z’s ambition and desire to grow.

Training for new Gen Z joiners should center around soft skills like resilience, relationship building and empathy, enabling people from this cohort to manage their own stress levels effectively and to understand when and how they should ask for help. Face-to-face support and mentoring programs are a core elements of training for Gen Z in the workplace. Mentoring and reverse mentoring are being widely embraced by organizations across industries, enabling more senior employees to share their experience with the younger generation to counteract skills gaps, while also tapping into the knowledge and insights of Gen Z in the areas of social trends and digital media.

Gen Z in the Workplace: Embracing Positive Change

As organizations plan for the future of work, they must work harder to appeal to the savvy Generation Z-ers entering the workforce. While most employers understand the importance of inclusivity and ethical decision-making, this generation will hold them accountable to putting those principles into action. Employers must embrace these values and the positive changes brought by Gen Z in the workplace. Talent acquisition leaders should keep their finger on the pulse of how these young workers will shape how we hire and develop talent in the coming decades.

Check out our report to learn more about the future of work:

Future of Work

DESTINATION 2030: 10 PREDICTIONS FOR WHAT’S NEXT IN THE WORLD OF WORK

Read the Full Report

Keeping the Human in Human Resources: 3 Employee Retention Strategies for 2023

Posted on April 17, 2023June 27, 2024 by banderson

After the last three years, there’s no doubt that we could all use a deep breath. But, with economic uncertainty filling the air, we haven’t quite reached a steady state. Instead, now’s the time to reflect on all that’s been learned throughout the last few years and recalibrate your strategies to better succeed in today’s reality. In fact, this work has already begun, with new research suggesting that talent acquisition is no longer a leading priority among employers. Instead, a focus on employee retention strategies takes the lead.

According to Lattice’s 2023 State of People Strategy Report, 40% of HR professionals surveyed said that talent acquisition was a top priority in 2021. By 2022, that number had dropped to 17%, with the surveyed professionals indicating that retention would be a leading priority over talent acquisition heading into 2023. Notably, this data tracks globally, as a recent Global Talent Trends report from LinkedIn highlighted decreasing hiring rates from 2021 to 2022 across a sample of 14 countries. 

During the current economic downturn, it’s clear that employers are looking inward at how they can retain their best people. So, how can your organization foster an environment where people don’t want to leave? Consider these three tips for increasing employee retention in 2023: 

1. Establish a Strong Sense of Purpose & Belonging 

According to a study from McKinsey and Company, the relational factors that are most important to employees—such as feeling valued and a sense of belonging—are often overlooked by employers who falsely assume transactional factors (such as compensation) are most important to employees.  

Consider these tips for establishing a sense of belonging with your employees: 

Train managers on how to have meaningful conversations with employees. 
Encourage managers to be invested in employees’ personal and professional aspirations. 
Make vulnerability a normal practice among leaders, managers, and contributors. 
Establish a strong DE&I program, complete with employee resource groups.

Along the same lines, there’s no better way to foster a connection to your organization than by recognizing employees who live your purpose in practice. Whether it’s via a team email, internal newsletter or social media post; identify employees who embody your organization’s purpose. They’ll feel valued, and others will be encouraged to find ways to integrate that purpose into their daily lives, as well.  

2. Maintain Flexible Work Options

The data is clear: Losing flexible work is not an option—not if you want to have any chance of retaining your people. According to a 2022 study from ADP, 64% of the global workforce would consider looking for a new job if they were required to return to the office full-time. What’s more, the survey also found that more than half (52%) of employees were even willing to accept a pay cut if it meant maintaining flexible, hybrid work arrangements. 

As such, it’s important to remember that flexible work doesn’t have to be all or nothing. Consider these options: 

Require two to three in-person workdays for all employees. 
Allow employees to choose which days they work from home. 
Offer atypical work hours — such as 8 a.m. to 4 p.m. or 10 a.m. to 6 p.m. — to accommodate employees with other responsibilities and interests.  
If possible, allow full-time remote work.

After determining which flexible work options make the most sense for your organization, remember to purposefully build opportunities for engagement among your remote or hybrid team. And, if your organization’s policies don’t allow much room for flexibility, be mindful of tying those policies back to the business. For example, rather than citing “productivity” as a vague reason for not allowing employees to work remotely, explain why collaborating in person will allow the business to better serve customers. 

3. Prioritize Development & Internal Mobility

Employees are hungry for growth and development. According to the latest Engagement and Retention Report from Achievers, career progression was the #1 pull factor attracting employees to new jobs. Similarly, new data from Microsoft showed that 76% of employees would stay at their company longer if they could benefit more from learning and development support. So, what can employers do about it? To start, don’t give employees a reason to look elsewhere for opportunities to grow their careers.  

By prioritizing learning and development (L&D) from day one, employees will feel like their career progression is being taken seriously. More precisely, consider mentorship programs, shadowing and skills training to invest in employees’ growth. Likewise, another critical component of retaining employees is internal mobility, which works in tandem with L&D.  

Research from LinkedIn shows that employees who make an internal move are more likely to stay at their organization longer than those who stay in the same role. For example, at the one-year mark, employees are 75% likely to stay without an internal move, while those who make a lateral move or receive a promotion are 87% likely to stay. This trend continues for each year an employee stays at the company. 

Treat People Like People 

At the end of the day, people want to be treated as just that—people. They crave connection, interaction and belonging—all things that were compromised by the seemingly overnight shift to more virtual work. Employers who understand the importance of relational factors over transactional ones will be the ones to retain their employees. And, those who are intentional about establishing a strong sense of purpose; fostering engagement; and creating opportunities for flexibility, recognition and development will emerge stronger with the most valuable resource —their people—intact. 

Workforce Planning: Applying What We’ve Learned to Drive Future Success

Posted on April 13, 2023June 27, 2024 by nfuqua

In the past three years, we’ve seen a talent market that has shifted more drastically and rapidly than we’ve ever seen. These weren’t the standard economic oscillations that take place slowly throughout many years—rather, this pace of change was something new and required talent leaders to spend the last three years fighting fires instead of focusing on workforce planning.

Now, it’s as important as ever to be more intentional about our strategy as we ask, “What’s next?”

Taking Time to Reflect

As talent leaders, we’re no strangers to the Great Rehire, quiet quitting and the Great Resignation—it seems at every turn, we are learning about a new workforce movement. At PeopleScout, we feel the real value comes not from labeling the next talent trend, but in doing the work to help employers struggling with today’s very real talent obstacles and developing custom solutions to address our clients’ unique talent challenges.

Right now, there is an opportunity to take a look back at everything we’ve learned from our experiences over the past three years and apply those lessons to our talent programs to drive continued success. It’s time to change strategies, rewatch the tapes and recalibrate our approach to meet whatever challenges the future holds.

So, where do we go from here? We step back, take a breath and reflect, then take action by challenging the status quo.

In this article, we’re going to outline many of the different lessons learned, as well as opportunities for you to revitalize your own workforce planning.

The Economic Reality

While the global economic landscape continues to fluctuate, the pace of change has decelerated. In the U.S., most economic indicators give a mixed picture: some companies have made headlines with layoffs, but job growth in other industries has remained strong. What’s more, monthly jobs reports still show strong hiring numbers and economists have seen positive signs around inflation.

At the same time, we’re starting to see a bit of “gas pedal, brake pedal” as talent leaders try to read the tea leaves of the economic picture amid these mixed signals. While employers across some industries are still hiring, the pace has slowed from the height of the Great Rehire.

Globally, we’re seeing the setup for similar environments. In the UK, job vacancies have fallen from their 2022 high, but still remain far above average with a shrinking labor force; however, issues like high inflation, rising wages and worker strikes persist. And, in Australia, the unemployment rate remains at a very low 3.5% and our clients are seeing a tighter applicant pool.

These are certainly challenges to contend with, and the best way to move forward is with a quick glance back.

Opportunities for Adjustment with Workforce Planning

With large variances across countries, regions and sectors, the lessons learned and resulting transformations will depend on how the past three years have affected you.

Here are the five main areas we recommend you prioritize as part of your workforce planning strategy enhancement.

1. Recruitment Process Improvement

The first place to start your recalibration is the recruitment process. Did the pandemic and Great Rehire introduce changes into your process? For example, many employers were forced to shoehorn their in-person hiring process into a virtual one through the pandemic and Great Rehire. If that was the case at your organization, does that process still work, especially for your remote and hybrid employees?

This is one of the biggest opportunities for talent leaders to connect with their teams to understand what worked and what didn’t. Your team members have built up so much knowledge on the ground working through the challenges of the last three years. How can you harness that going forward?

Similarly, take a step back and look at the data you’re using to define success with your recruitment program. Are you hitting your goals, but still feel like something is missing? If so, you may be looking at vanity metrics, as opposed to sanity metrics. There’s always room for improvement; you just need the right data points to identify it.

In this case, consider bringing in a recruitment process outsourcing (RPO) partner. A partner can help with any future scaling up and down as your hiring needs change, but they also provide value in helping benchmark your progress and success. For instance, the most frequent questions we get from clients during our routine business reviews with them are around what other employers are doing. What technologies are out there? What innovations have been made? What suggestions do you have? Without an RPO partner, you miss out on that insight.

2. Employer Brand

There has probably been more discussion about employer brand during the last year and a half than ever before, and this has been driven largely by the change in workforce and candidate priorities. During the Great Resignation, employees left for perceived greener pastures. To that end, it’s important to understand what you did right and where you may have let employees down during the last few years. In particular, there’s an opportunity to talk to the people who stayed with you to understand what kept them at your organization through some difficult years. Then, you can apply those lessons to your employer value proposition. In fact, if you haven’t updated your employer value proposition and employer brand since before 2020, you’re behind the curve.

Outside of the pandemic and recovery, the growing influence of Gen Z in the workplace has also influenced employer brands. Our research shows that Gen Z—more than any other generation in the workforce—says that your mission and values, company culture, and diversity, equity and inclusion initiatives influence their decision to apply. With that in mind, does your employer brand reflect the changing values of the workforce?

3. Candidate Experience

The world has fundamentally changed in the last few years, and so have candidate expectations. Specifically, we’ve seen a shift toward the need for a consumer-like candidate experience in recent years, and it has only accelerated. As consumers, we’ve grown to expect even more convenience. In 2020, many of us expanded our use of services, like grocery pick-up and delivery. We order our coffee with an app so we don’t have to wait as it’s made. Even as the pandemic receded, many of us kept up with these conveniences. Candidates expect a similar experience when it comes to finding and applying for jobs.

In the same vein, when was the last time you evaluated your candidate experience? Have you taken on the task of simply applying for a job at your organization to see the experience through the candidate’s eyes? Did you make compromises in the depths of the pandemic or the chaos of the Great Rehire? Or did you implement tools—like on-demand video interviews or automated text message screenings—and discover that they reduced candidate fall-out? In any case, it’s probably time to recalibrate your candidate experience.

PeopleScout recently released research around candidate expectations and candidate experience best practices. Read our three most important takeaways.

4. Retention

The Great Resignation forced employers to renew their focus on employee retention, and it has definitely had an influence. According to HR Digest, employers that invested in employee development saw a 58% increase in retention in 2022. Beyond employee development, many organizations have also made their moves to remote, hybrid and flexible work permanent.

In 2023, we expect the pace of turnover to slow down for many employers. That’s because the changing economic landscape has left candidates less confident in their job searches, according to CNBC. As such, we anticipate more workers will place greater value on stability after several turbulent years.

As you look at your own program improvements, the employees you retain will be valuable assets as they’ve learned the key lessons firsthand. They’ve stayed with your organization and adapted through the changes of the past several years. They know your company better than anyone. What can you do to provide benefits like work/life balance, professional development and wellness?

5. Optimizing Technology

Finally, take a look at your technology. Many employers quickly added new recruitment technology solutions in 2020 to support remote recruitment during lockdown. If that was the case at your organization, are those tools optimized for your current needs?

When it comes to improving your recruitment program, your technology is one of your most important tools: Your recruitment tech stack likely affects every one of the other opportunities for enhancement that we’ve highlighted. With machine learning and artificial intelligence, we can learn from the history of candidate behavior. The right tools can then help recruiters prioritize interactions with candidates and automate communications to candidates in your recruitment funnel. Similarly, the right technology can also make your recruitment process more efficient; help you more effectively share your employer brand; improve your candidate experience; and provide benefits for current employees. If you’re reevaluating your talent acquisition strategy, technology needs to be a part of the conversation.

Lessons Learned

During the last three years, many of us have spent so much time dealing with the present that there hasn’t been an opportunity to think about the future. That said, we have learned the value of scheduling time to focus on what’s next; over and over again, we’ve seen the importance of being nimble. With that in mind, we’re encouraging our clients to think about the elements discussed above and identifying ways that PeopleScout can help them meet their talent needs. So, I urge you to take the time to think about how you can adjust your talent program for whatever the future brings.

Talking Talent: Celebrating our Differences and Hiring People with Disabilities

Posted on March 13, 2023September 6, 2024 by nfuqua

In this episode of Talking Talent with PeopleScout, we’re focusing on the importance of hiring people with disabilities and how you can create and execute an effective program that serves candidates of all abilities.

PeopleScout · Celebrating our Differences and Hiring People with Disabilities

The week of March 13 is Neurodiversity Celebration Week, challenging stereotypes and misconceptions about neurological differences in transforming how neurodivergent individuals are perceived and supported. It’s a week to recognize the many talents and advantages of being neurodivergent while creating more inclusive and equitable cultures, and employers have a role. While not all people with disabilities are neurodivergent and not all neurodivergent people have disabilities, it is essential for employers to understand how to best support these candidates and employees.

Joining to discuss this topic is Tim Powell, PeopleScout managing director of APAC.

Where does your passion for hiring people with disabilities come from?

I’m very invested in the broader issue of equality and diversity, both from a societal perspective and as it specifically relates to the organizational environment. My father worked for the United Nations supporting the disadvantaged, and my interest in this area was a part of my nurturing. I became much more active in the disability sector through the personal experience of raising our daughter who suffers from a rare neurological disorder and is profoundly impacted by it.

The focus on how we can better support people with disabilities entering and embedding themselves in the workforce was a natural development given my professional background. Here in Australia, in our major national disability employment program, 70% of new starters with disabilities do not survive the probation period with their employer.

What do programs for hiring people with disabilities look like at most organizations today?

In my experience, for most organizations, hiring people with disabilities is more of a sporadic initiative rather than a structured program. Therein lies part of the challenge. The issue is not so much what their programs look like, it’s that their programs don’t have structure around it.

Organizations need to first understand why they want to focus on hiring people with disabilities. Is it corporate social responsibility? Is it a way of accessing an available workforce in a tight labor market? Or is it to enhance workforce efficiency and effectiveness? These are all legitimate reasons for employers to build these programs.

How can talent leaders better understand the types of attributes that candidates with disabilities possess and what types of roles would be a good match?

It starts with selecting and shaping the role or the roles that are being targeted for the program. Unfortunately, there’s no one right answer to this question. Having clarity about the goals of the program is important here, as it will influence the types of roles that are considered. Too often, organizations select existing roles in the organization without necessarily thinking through how the person with a disability may or may not be able to carry it out. In many cases, the roles need to be carved up and shaped to the capabilities of the individuals being targeted.

How can employers reach this talent pool?

Finding candidates can be really challenging for talent leaders, particularly if they’re not quite sure what they’re looking for in terms of the skill sets or the roles that they’re looking to include in the program of work. Once you understand what you’re looking for, it becomes more evident where you can find these talent pools. Then, it is best to partner with an external provider. There are organizations, like Jigsaw Australia, that can help organizations find the right people.

What are some best practices for interviewing and assessing candidates with disabilities?

It’s important to assess basic competencies, attributes, capacity, and willingness to learn rather than previous job experiences or how well someone might present. People who are in the early stages of entering the workforce will often have very limited work experience. They may not have participated in the typical structured school/work experience programs that many early careers candidates complete. In many cases, they are challenged by some of the very basics around work experience in terms of things like workplace etiquette and timeliness.

I sit on the board of directors for a progressive service provider that thoroughly prepares people with disabilities to enter the workforce. They work through a series of competency-driven programs to build the individual’s readiness and confidence to join and thrive in the workforce. This is not a short-term program. Participants can be in this stage of development for up to two years or more before being ready to venture out into the open market.

For employers looking to start a program employing people with disabilities, this means that you need to be transparent about the core competencies and take a long-term view of the development of those individuals.

How can talent leaders prepare their internal talent teams and managers so that they’re equipped to make the onboarding process as smooth as possible and ensure success for their new employees?

There’s a line of thinking that says it’s best not to draw attention to a person’s disability, so don’t make too much of a fuss about it with others in a new work environment. While I can appreciate where that thinking comes from, I don’t particularly subscribe to the approach. In my experience, it often leads to misunderstanding and alienation. I think that making sure everyone around the individual is aware of the situation, while of course respecting the sensitivity of this situation, leads to the best outcomes. So, talking to managers and other team members about the characteristics and preferences of a person is entirely appropriate if it’s done in a way that’s sensitive to that individual’s privacy and dignity.

For example, a person with autism may not be comfortable talking about themselves in a group meeting. Team members need to be aware that their colleague may not make eye contact, for instance. That’s because it’s their preference, and team members shouldn’t take that personally or stop interacting with them. This is where education and training in advance of the new colleague are really important.

What can employers do to ensure that their new hire has continued success within their organization?

Ongoing support is obviously the short answer. Make sure that the person has someone that they’re comfortable with outside of their direct manager who can check in on them. Leaders should also engage with the new hire about what support they need and how they’re finding their experience. People with disabilities generally want to be engaged with and are open to talking about what support they require. In fact, in many cases, they’re very used to it just because of the nature of their life experience.

If some elements are not working, there may be additional training or support that is required, and there may need to be additional work in managing or adjusting the expectations of all involved. Employers need to be actively thinking about what could be done differently to produce a better outcome. It’s not just about how the individual is feeling and progressing but how the manager and the team around them are feeling. Lastly, it’s important that if everything is being done to support the employee but the outcome is not meeting expectations, be prepared to act. Don’t linger on it. Sometimes I’ve noticed employers shy away from difficult decisions, but that doesn’t help anyone.

Are there any thoughts you’d like to leave us with?

This isn’t easy. If it was, more organizations would be much further down the path. But it is worthwhile, not only because it’s the right thing to do, but because it makes good business sense. Start small, build confidence, think laterally, and then see where it goes to from there. It’s a wonderful journey if you are committed to it.

Who’s Down With OVP? Getting Your Office Value Proposition Right

Posted on November 22, 2022September 3, 2024 by akessler

By Joe Mongon, Head of Recruitment Delivery, PeopleScout EMEA

From Twitter going hardcore, to protests at Apple, returning to the office is the working culture story that won’t go away.

The BBC reported on the potential disparities between employer and employee expectations on this topic as far back as June 2021. Right now, there is evidence that the expectation gap may be growing, with the supply of remote work options shrinking while demand increases. U.S. job market data from LinkedIn shows remote job listings have decreased to 14% of available opportunities, but they still attract 52% of all applications.

In this context, it’s surprising that so many blunders continue to be made. Plus, there is little reporting of companies getting this process right and virtually no discussion on how to achieve a win-win position. Instead, we hear about the clumsy tactics some organizations are using, like pointing to ‘job requirements’ as the primary reason employees must return to the office or trying to limit fully remote work to what employers perceive as ‘must-have’ talent.

How can talent leaders move forward and break the deadlock?

Introducing the OVP

TALiNT Partners and PeopleScout recently hosted and published a strategic discussion among TA leaders and introduced me to a new concept—the Office Value Proposition (OVP).

This term immediately resonated with me. The journey my own teams have been through over the last 12 months, from simply trying to make the office a safe place (think sitting at opposite ends of big meeting rooms, obeying one-way systems, putting up dividers) to considering ways in which we optimize team days shows the value of making an effort.

Making OVP Part of Your EVP

My broader experience in RP O has shown me that an effective Employer Value Proposition (EVP) can do much of the heavy lifting in candidate engagement and experience. Employers with poorly defined and managed EVPs are left behind in the competition for talent with candidates drawn to organizations with EVPs that align clearly with their own personal values.

PeopleScout has a strong track record of thought leadership and results in this area, and we’re making a call-to-action for talent acquisition and resourcing teams:

Post-pandemic, your EVP is almost certainly out of date. It must incorporate a clear OVP that lays out the benefits of a higher degree of proximity to your office spaces.

There are two things employers must get right when it comes OVP:

Identify and communicate all the things your physical workplace offers that enhance the employee experience
Consciously create time on-site for teams to interact, socialize and learn together.

Some time ago, Gallup identified the ‘four Cs’ for shaping a compelling workplace value proposition: connection, collaboration, creativity, culture. Use your office space to maximize the personal, professional and competitive advantages office time provides them at every opportunity.

The value of office working is no longer a given—it must be defined and re-defined. In the recruitment space, the OVP (just like your EVP) provides clarity to potential employees on organizational expectations and demonstrates the extra effort needed to engage talent. When it comes to bridging the office vs remote work expectations gap, it’s employers who should make the first step.

Destination 2030: A Roadmap for Talent Acquisition Leaders

Posted on November 3, 2022September 3, 2024 by akessler

By Robert Peasnell, Deputy Managing Director, PeopleScout EMEA

It’s been a wild ride for talent acquisition leaders these last few years, as hiring slowed for most and then grew to record levels. As global economies still remain tumultuous, the one constant we can expect is change.

With this in mind, PeopleScout undertook a piece of research, evaluating global workforce trends and looking to the future to see how these trends might impact the way we work. The result is our new white paper, Destination 2030.

Here are our top 10 predictions for what work and recruiting will look like in 2030 and tips that talent acquisition leaders can put into practice now to prepare for the future.

Buckle up and join us as we travel to the world of work in 2030.

1. Our Working Models Will Be as Diverse as We Are

Organizations and their employees will decide between them how, when and where people will work. The ways we define work will grow (think hybrid, part-hybrid or even nomadic…), and there’ll be no such thing as a 9-to-5 job.