Diversity, equity and inclusion (DE&I) are key to recruiting and retaining talent during the shortage. Here are Monster’s recommendations to help companies create an open and welcoming workplace for everyone:

Start by looking inward:
Listen to your staff and learn from their experiences. Use data to spot trends, but don’t stop there. Use the lived experience of colleagues to help you develop diversity, equity and inclusion policies and set priorities. 

Create more inclusive job descriptions:
Writing job advertisements focusing on skills, attitudes, and approach is essential to attracting talent. Don’t fall into cliché, but create job descriptions that attract and inspire applications from those with the skills to succeed.

Emphasise commitment to DE&I:
If you are doing great things, let people know. Your position on DE&I is a source of competitive advantage, so use it. Publicise the benefits, policies and processes that show what you are doing.

Be transparent:
Employees want to know you are progressing, so be transparent with your successes and highlight the challenges. Every organisation can – and should – do more.

Audit the hiring process:
Diversity is not what you say but what you do. So make sure inclusive hiring processes are built in at all levels. From application to interview, your staff should recognise and respect differences.

Revitalise the talent pool:
Engage with new groups, advertise in new locations or work with experts to find candidates with the skills you need.

Don’t stop at inclusive hiring:
Companies that take DE&I policies seriously ensure that new hires and existing staff are supported at every stage. Leadership and development programmes support under-represented talent from the beginning of their careers to the boardroom. Staff need to be free to share their views, and employers need to listen to their voices.

When it comes to the neurodiverse profile, only 19% of UK companies report having a programme that includes neurodiversity. To change that, businesses should: 

• Take the time to understand any specific needs. During your recruit’s induction week, take time to sit down and find out about their needs and difficulties. Treat them as an advantage, not a burden.

• Apply to the ‘Access to Work’ programme. Employers can get grants to help disabled people start or stay at work.

• Be flexible and willing to adapt. Employers who are flexible and willing to adapt are more likely to reap the benefits of a neurodiverse workforce.