In all recruitment marketing materials evidence an authentic commitment to inclusion, diversity and flexible working to attract a broader talent pool.

Why?

According to a study by PwC, 86% of female millennials and 74% of male millennials consider employers’ diversity policies when deciding which company to work for. Another PWC report says, 'Candidates want an honest picture of the employment experience and culture before making a decision on where to work. Nearly 70% of female participants working in [Financial Services] looked at the diversity of the leadership team when deciding to accept a position with their most recent employer. Yet, when FS employers were asked about the extent to which they’ve incorporated diversity and inclusion within their employer brand, less than 30% say they’ve shared information about the diversity of their workforce and leadership team...Candidates are going to be deterred and look elsewhere if they don’t get the answers they want, highlighting the extent to which diversity and inclusion are now key reputational issues'.

PWC research shows, 'Three shining stars emerge as the most attractive employer traits by which the modern workforce navigate their careers. These are opportunities for career progression, competitive wages, and a culture of flexibility and work-life balance'.

The Flexible Job Index, produced by flexible working specialist Timewise, says an estimated 87% of employees wanting to work flexibly.

Having a flexible working policy will attract workers who find it difficult to commit to a 9-5 job such as parents, carers of elderly parents, those with disabilities and mental health issues and millennials who are looking for a better work-life balance.

James Millar, editor of Working Dads, said more employers embracing flexible working would “improve the lives of all parents”. He said: “More parents are researching what family support is available at the application stage when looking for work, and a growing proportion will change job in search of the right working conditions', 'Fathers struggle to get the flexible work they need, says survey', People Management Article, Oct 2019.

Refer also to the following pages of our Open Playbook for further information:

• Extended leave: A Family Friendly Culture
• Retaining: Proactively Offer Flexible Working

How?

• Bring inclusion and diversity statements to life by showing what the organisation is actually doing - be specific - candidates want detail rather than generic statements.
• Make your brand and your communications inclusive. This is a great guide about how to make your brand and communications inclusive from Radley Yeldar.
• Evidence how the organisation focuses on output, not inputs and how people managers/the organisation support flexible working with real case studies. Showcase how the organisation has invested in technology and workplace redesign to support a flexible, more inclusive way of working. Be clear with prospective candidates that the organisation is ‘happy to talk flexible working’ when advertising all roles. Download a free ‘happy to talk flexible working’ logo and strapline from the Working Families website.
• Be specific that all new employees and current employees at the company have the option of part-time, full-time, job share or flexible working. See Zurich case study about what they have done and the impact this has had on their recruitment.
• Share a variety of real employee stories to evidence what is being said about the organisation is, in fact, the reality.
• Be transparent about the organisation's current diversity data and the actions the organisation is taking to improve and promote inclusion (sharing how the organisation measures impact).