Why focus on Employment?

Selecting and attracting the best people is key to every organisation’s success. It is important to draw on the widest possible talent pool for future employees – talented people from diverse backgrounds.

Demographic Evidence

Britain has become more ethnically and culturally diverse.

More than 45% of the ethnic minority population is under 25, compared to the white population.

The labour force Survey predicted that by 2011, over half of the growth in Britain’s working-age population will come from ethnic groups.

Where to Start?

Recruitment is the key stage in the employment cycle that offers huge opportunities to tap into the richness of talent that exists within Britain’s ethnic minority communities.

Monitoring Progress

Analysing data at each stage can provide key insights into the objectivity of employee selection processes. Alongside other good practices – such as competence-based selection criteria and diversity awareness training for interviewers – this approach helps organisations to maximise their return on investment in awareness raising and advertising campaigns designed to attract ethnic minority candidates.

Top Tip

Create a positive environment in which diverse employees can meet and learn from their colleagues. These can be informal events, or used as part of a specific focus on developing ethnic minority talent by providing learning opportunities, eternal speakers and positive successful role models from within and outside the organisation.

‘In our view, exclusion of people from diverse backgrounds narrows the pool of talent and so does not make business sense. As the largest private sector recruiter of graduates in the UK, changing demographics and the ‘warfor talent’ mean that we are constantly looking at creative ways in which to attract applicants.’ Sarah Churchman – PwC Head of Diversity (June 2005)