EXPERT OPINION
“You can't solve what you don't understand. You can't challenge what you don't know to even question.”
Kisha Modica, Head of Equality and Belonging at Gap Inc.
How to Create More Inclusive Recruitment Processes
This year, compelled by moral imperative or confronted by disgruntled consumers and employees, senior fashion executives have responded to growing calls to address the role the industry plays in perpetuating systemic racism — and the intrinsic lack of diversity within the industry’s workforce, executive committees and boardrooms is marked as an essential issue to address.
Among many crucial steps to create a more equitable and inclusive workplace for people of different races, ethnicities, religions, genders, sexual orientations, mental and physical disabilities, socio-economic backgrounds, parental status and age, companies must make a sustained dedication to diversifying one’s workforce over time.
In BoF Careers’ fourth white paper, we share insights and advice from 8 academics and HR experts on how organisations can improve the diversity of their workforce and create more inclusive hiring strategies.
How to Create More Inclusive Recruitment Processes provides HR professionals and business leaders with actionable insights to foster an environment in which every employee has the opportunity to thrive.
KEY INSIGHTS
McKinsey reports a 48% performance differential between the most and least gender-diverse companies.
Businesses in the top quartile for ethnic and cultural diversity outperformed those in the fourth quartile by 36% in terms of profitability in 2019.
More than 85,000 complaints made to the US Equal Employment Opportunity Commission in 2019 related to disability, race, sex, and age discrimination.