A high salary is not the only factor young talent looks for, when choosing a job
Inclusion and diversity have become buzzwords in recent years, and for good reason. It is not just about ticking boxes or meeting quotas, but about creating a culture where everyone feels valued and included. When employees feel that they belong, they are more engaged, productive, and committed to the organization’s goals. Anj Handa is the Founder of Inspiring Women Changemakers, she is certain, that the right values are imperative for talent attraction.
“One important aspect of inclusion and diversity is recognizing that it is not just about salary or benefits; it is about values. A generational shift is underway, and younger workers have different expectations from their employers. Shorter working weeks and more flexible work arrangements are becoming increasingly important to them”
The pandemic has accelerated this shift, with many workers realizing that they can be just as productive working from home as they are in the office. However, it is important to recognize that not everyone wants or needs the same thing.
“Leaders need to listen to their workforce and balance the demands of the business with the needs of their employees. This may mean different things for different countries and different industries. It is not a one-size-fits-all solution,” Anj Handa says.
When it comes to attracting new talent and keeping your best employees, creating a culture of inclusion and diversity is key. This means not only hiring people from different backgrounds but also valuing their perspectives and contributions.
“Talent needs to be provided with opportunities for growth and development, as well as they need recognition and rewards for their achievements.”
When Anj Handa first started her career, it was filled with long days and hard work. At the time, that was normal to position yourself, but now, young people demand more flexibility.
“I started in sales with 14 hours days and that was normal. Left at 6 or 7 o clock and got home at 9 at night. If we propose this now to a younger workforce, many will not accept it.”
Embedding inclusion and diversity into your organizational structure is not something that can be done in a silo. It requires buy-in from leadership and a commitment to change.
“Diversity, equity and inclusion is not something that is done in a silo, it is simply good practice and leadership. How do you embed it in your structure, if you do everything the same way as you have always done? There is a need to embrace this throughout the whole organization to create a balanced workforce.”
Creating a culture of inclusion and diversity is not just good practice, but it is also good leadership. It requires recognizing the generational shift in expectations, listening to your workforce, and balancing the needs of the business with the needs of your employees. It also means having open and honest conversations about mental health, workload, and work-life balance. By doing so, organizations can attract new talent and retain their best employees while creating a culture where everyone feels valued and included.
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