Human Resource Executive: building the case for inclusion at work.

Conversations about racial inequality and systemic discrimination are more frequent now, with some large companies stepping up to help level the playing field. But, for the most part, corporate America still has a narrow view of what diversity and inclusion is or should be.

“For far too long, diversity and inclusion has only focused on hiring targets, whether that’s hiring a certain percentage of women or people of color,” writes Sue Marcus, regional president of Randstad Sourceright North America. “Human capital leaders need to elevate the discussion beyond just hiring a more diverse workforce and adequately address inclusion at work.”

The good news is that 80% of HR leaders surveyed for Randstad Sourceright’s 2021 Talent Trends research say it’s either extremely or very important to have a robust diversity and inclusion strategy to attract and retain talent. To be successful, however, the strategy must also include initiatives to support underrepresented and underserved individuals.

“Given how the pandemic disproportionately impacted women, and especially women of color, employers can look to explore how initiatives like flex hours, childcare subsidies or job-share programs to assist women in returning to the workforce and make a meaningful impact on an organization’s diversity goals,” says Marcus.

Read the full article in Human Resource Executive to see why diversity alone isn’t enough for today’s workforce. You can also visit the Randstad Sourceright diversity and inclusion Insights stream for more insights on driving your culture of inclusion forward.