More than half, 58%, of employers in Australia recognise that their organisation’s equality, diversity & inclusion policies are vital or important in attracting new talent, according to Hays Australia.

The survey of more than 4,000 employers and employees also found that 14% say the importance of equality, diversity & inclusion (ED&I) has increased in their workplace because of the Black Lives Matter movement. However, the majority say there has been no change in focus in their workplace as a result of this or other similar movements.

Over half, or 54%, of professionals say an organisation’s ED&I policies will be either vital or important considerations when deciding who to work for.

Meanwhile 30% say ED&I will become more of a priority for them in the next three to six months. 

Comparing results by sector, 48% of both HR and marketing & digital employers say ED&I will become a greater priority. Office support (46%) and construction & property (34%) are also above average.

However, fewer accountancy & finance (25%), IT (23%) and resources & mining (18%) employers will make ED&I a greater priority. 

“Despite COVID-19 headwinds, the Black Lives Matter movement and resulting demonstrations around the world brought the issue of equality, diversity & inclusion firmly to the fore,” Nick Deligiannis, Managing Director of Hays in Australia & New Zealand, said.

“However, it seems that only a small number (14%) of employers view ED&I as more important in their workplace as a result of the movement. Yet failing to commit to real and lasting ED&I action can weaken an organisation’s employment brand and damage their ability to attract new staff. While it’s reassuring that 30% of employers will make ED&I more of a priority in the months ahead, it’s also important to move beyond talk and make real progress.”

The survey also found that 38% of employers say ED&I is not embedded in their culture, either because it is not a priority, or it is viewed as a ‘nice to have’ only when time and budgets allow.

Hays stated that providing a sense of belonging for every employee, encouraging employees to have a voice, and fostering diversity of thought can also help improve ED&I within organisations.