Many employers are experiencing heavy competition for talent, particularly for jobs that are portable out of our sector, such as engineers, construction managers and ICT professionals.
To prospective employees, the electricity sector is seen as generally stable and well-paid… but not always as dynamic or innovative as other industries.
Incoming talent wants to work for organizations that don’t pay lip service to diversity and inclusion, but embrace it by providing a supportive environment where everyone can express their views and opinions, and where different backgrounds, experiences and perspectives are valued.28
When inclusion is high, recruiting high quality talent is easier: referrals from employees from all backgrounds increase, those involved in recruitment can more easily showcase your organization’s commitment to diversity, equity and inclusion (DEI), and they make more bias-aware hiring decisions, thereby hiring the best candidate.
It also builds the reputation of your organization with external stakeholders. Investors, customers, business partners, regulatory agencies, the public, managers, and employees are increasingly looking at a company’s record of creating a workplace that is diverse and inclusive.
Are you able to tell a compelling organization “story” about DEI?