Here are some interesting statistics gathered from a variety of sources including the U.S. Census Bureau, Pew Research Center and Brookings Institute:
- Millennials are the largest adult generation in the US.
- Gen Z is the best educated and most diverse generation in the US.
- By 2030 all Baby Boomers will be over the age of 65.
- By 2045 whites will comprise 49.7% of the population, Hispanics 24.6%, Blacks 13.1%, Asians 7.9%, and multiracial populations 3.8% percent.
You may wonder why I am sharing demographic information with you. I am doing so because not only do you need to be aware of these trends, but you also need to start acting on them in your recruiting efforts.
Across all of our organizations, we need to do a better job to make sure that our workforce reflects the diversity of the population. But you can’t do this if your recruiting messages are not inclusive.
When was the last time you reviewed your recruiting material? Have you looked at both the words and the images you are using to attract people to your organization? Can people across all ethnic and racial groups, genders, ages, etc. see themselves reflected in your recruiting material?
The words and images you use send subtle messages to people. If people do not see themselves reflected in your recruiting material, they may hesitate to apply because they think they will not fit in. Everyone wants to fit into the place they work.
You may be asking, why you should care about having a diverse workforce? Studies have shown that diverse workforces are better at problem-solving because they bring a variety of viewpoints to a situation, they are better at making decisions, and they help improve a company’s reputation.
In addition, diversity is said to enhance employee engagement and retention. The Society for Human Resource Management says that on average it costs a company six to nine months of an employee’s salary to replace him or her.
It seems to me that it makes sense to take steps to make sure your recruiting materials and your hiring process are inclusive. It will result in a more creative workforce that will want to stay with your organization. Isn't that what we all want?
Jane Clark focuses on managing the member services operation at NationaLease as vice president of member services. She works to strength member relationships, reduce member costs, and improve collaboration within the NationaLease supporting groups.
