SIA recently published two reports on diversity, equity & inclusion in the staffing industry. The 2024 DE&I trends report focuses on the impact of DE&I in the staffing industry and the Proving the Diversity Business Case for the Recruitment and Staffing Industry report provides a data-based analysis of the value of DE&I programs for staffing firms. This article provides a high-level overview of both reports, highlighting the importance of DE&I programs along with tips for reinvigorating internal strategies, engaging employees, and managing expectations.
Diversity, equity and inclusion refers to the awareness of, and the efforts made by, an organization to create a more welcoming environment for underrepresented groups with the ambition to promote meaningful, systemic change towards more equitable working environments. According to SIA’s report, Proving the Diversity Business Case for the Recruitment and Staffing Industry, employers with a strong DE&I program are more likely than others to cite their organization’s access to highly skilled talent as a source of competitive advantage. Additionally, companies with DE&I programs are more likely to have high fill rates, and to view their ability to attract talent as a competitive advantage.
Healthcare staffing firms that have a diverse pool of candidates can provide their clients with workers who are better able to connect with patients. The primary reason for this is that diverse healthcare workers can connect with patients who come from diverse backgrounds and who have a diverse set of health conditions. In an industry where workers interact with patients daily, there is a growing expectation that clinicians reflect the communities they serve.
At the same time, some companies are seeing a sharp decline in their share of diverse new hires. This may be caused by “diversity fatigue” which is a term that expresses the sense of exhaustion experienced by DE&I leaders. While widespread protests against racism prompted countless organizations to commit publicly to diversity and equitable employee treatment, it can be challenging to implement and maintain DE&I initiatives and engagement levels.
Below, we highlight five ways that staffing firms can reinvigorate their DE&I strategies, engage employees and manage expectations as published in SIA’s 2024 DE&I trends report:
Strategy is key: Ensure your firm has a specific, achievable, relevant, flexible and inspiring strategy. Firms should set clear, achievable strategies for hiring, recruitment and culture development.
Metrics: Setting relevant, attainable metrics is important. Develop the right benchmarks according to your industry, team and talent pool.
Cheerleading: Encourage a transparent and communicative strategy. If your firm isn’t excited to share their DE&I efforts that are in place or in the pipeline, your employees won’t be motivated either.
Leadership: Leadership teams can play a crucial role in promoting DE&I within an organization. Leadership’s active involvement and commitment are essential to driving meaningful change and creating an inclusive culture.
Setting expectations: Progress is slow; however, momentum is critical and reminds us of our need to change, adjust and improve continually. This may include designating an employee(s) to manage key deliverables to ensure progress is being made.
Several factors within recent years have caused some companies to put DE&I initiatives on the back burner. However, as the generational shift takes place within the workforce, younger individuals (millennials and GenZ) who grew up with prominent diversity in public forums, view DE&I initiatives as having a significant impact on their desire to work for a specific company. The lack of a long-term DE&I strategy could leave companies struggling to attract, retain and engage with their workforce. For more DE&I trends in the staffing industry, SIA corporate members can read the DE&I Staffing Trends 2024 report.
