Diversity is important in today’s business world. At least that’s the claim many employers make, despite not having sufficient diversity initiatives. Why the contradiction?
Perhaps in an effort to attract candidates, some organizations are only saying what they think candidates want to hear. They might be surprised, then, to see new research from CareerBuilder indicating that diversity isn’t the number one (or even two or three or…) factor diverse candidates want from their employers.
According to a recent survey of 4,000 workers nationwide:
- African Americans rank diversity seventh their list of most important employer attributes. Diversity follows compensation and benefits; advancement; training; work-life balance; interesting assignments; and appreciation by management, in order of importance.
- For Hispanics and Asians, diversity falls even lower on the list. It ranks below (in order) compensation; benefits; training; advancement opportunities; work-life balance; interesting assignments; good reputation; financially strong; high quality; good culture; and personal impact.
Given these findings, is it even worth it for employers to invest in diversity initiatives? Absolutely, says Andrea Briggs, Project Manager of Talent Intelligence and Consulting for Personified. Because while diversity might not rank as highly as one might expect among diverse candidates, it ranks much higher among diverse candidates than white candidates: It’s among the top 10 for 37.5 percent of diverse candidates overall, compared to only 29.5 percent of white candidates. This disparity, Briggs says, is significant.
“For organizations trying to recruit more diverse candidates and diversify their workforces, this should definitely be a part of their message in their employment brand,” she says. “Diversity resonates much more with diverse candidates, and even though they consider other factors more important, when an organization wants to differentiate themselves in the minds of diverse candidates, diversity in an organization is one way to do that.”
If these results surprise you, you may need to re-evaluate what you know about the candidates you hope to attract to your organization. These findings further underscore the need for employers to research their target talent – whoever they are – to ensure they’re sending the right message to the right candidates.
What are your thoughts? Do these findings surprise you? How do you ensure you’re sending the right message to the candidates you want for your organization?
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