Belonging – the key to building and retaining a truly diverse workforce 

At Carter Murray, we help HR professionals and hiring managers deliver efficient and effective hiring processes and retention strategies for their marketing and sales functions. As part of this partnership, we often discuss the pressing issues shaping the future of recruitment.  

From AI-driven human resources solutions to the fundamental role of belonging in employee retention, hiring managers are rethinking traditional methodologies.  

True inclusivity is not just a ‘nice-to-have’, it is a strategic advantage that can drive your business’s success, creates innovation and strengthens employee engagement and wellbeing. 

Here are some practical steps to building and retaining a truly diverse workforce.

Rethinking hiring: interview performance vs. workplace success 

There’s a misconception that strong interview performance correlates with workplace success. Hiring decisions have traditionally relied on how well a candidate presents themselves in an interview. But research and real-world experiences show that candidates who excel in interviews don’t always become the most effective employees.  

Meanwhile, individuals who may struggle with self-promotion or who feel less confident during interviews often show stronger capabilities once on the job. This highlights a fundamental flaw in conventional recruitment processes that tend to prioritise self-presentation over real-world competency and job performance. 

To address this, you can implement a more holistic approach to evaluating candidates. This could include structured interviews, job simulations and skills-based assessments designed to measure actual job-related abilities rather than subjective impressions.  

By shifting the focus from interview performance to demonstrated potential, you can make more equitable and effective hiring decisions – reducing bias and ensuring you choose the best talent for long-term success. This approach also enhances the employee experience by focusing on day-to-day job performance and metrics that truly matter, while promoting psychological safety. 

The “diversity tax”: the cost of inaction 

There’s also the concept of the “diversity tax” – a term introduced by diversity and inclusion specialist, David Pearson. In this context, the term refers to the hidden costs that businesses incur when they fail to invest in meaningful diversity, equity and inclusion (DEI) initiatives.  

Businesses that don’t prioritise inclusivity often face a range of negative consequences, including reduced innovation, lower employee engagement and the inability to attract top talent. These challenges ultimately impact profitability and long-term growth. 

The business case for DEI is clear. A diverse workforce brings together a variety of perspectives, experiences and problem-solving approaches – leading to greater creativity and innovation. Employers with strong DEI initiatives also tend to have higher employee satisfaction and retention rates.  

For DEI strategies to gain traction, HR professionals must effectively communicate their value in terms that resonate with business leaders and decision-makers. This means linking inclusivity efforts to measurable business outcomes, such as improved productivity, market expansion and enhanced employer branding. The importance of diversity can’t be overstated in achieving these goals. 

If you’re not hiring diverse talent, your competitors will 

Businesses that fail to embrace diverse hiring practices risk losing valuable talent to their competitors. In today’s competitive job market, diverse talent is in high demand and employers will struggle to keep up if they don’t actively seek out and support underrepresented groups.  

Beyond simply meeting diversity quotas, businesses that proactively maintain an inclusive hiring environment gain a strategic advantage. Diverse teams are better equipped to understand and serve an increasingly global customer base. 

You can empower your workforce to contribute meaningfully to an inclusive culture by implementing targeted outreach strategies, creating inclusive job descriptions and ensuring hiring panels reflect diverse perspectives. This inclusion strategy is essential for attracting talent from diverse backgrounds. 

AI in HR: a double-edged sword? 

The integration of AI into recruitment and HR processes is a topic that continues to spark debate. While AI-powered hiring tools offer increased efficiency and data-driven decision-making, they also pose significant risks if not carefully managed.  

One of the primary concerns is the potential for AI to reinforce existing biases rather than eliminate them. AI algorithms are only as unbiased as the data they are trained on. If historical hiring data reflects patterns of discrimination or exclusion, AI-driven systems can inadvertently perpetuate these biases.  

To counteract this, hiring managers must implement rigorous oversight mechanisms, regularly audit AI hiring tools for fairness and incorporate human judgment into decision-making processes.  

By maintaining a careful balance between technology and human insight, you can harness AI’s potential while ensuring that their hiring practices remain inclusive and equitable. 

Belonging: the true foundation of inclusion and retention 

While much of the DEI conversation tends to focus on hiring, retention is just as critical – if not more so. Recruiting diverse talent is only the first step. Creating a work environment where employees feel a genuine sense of belonging is what ultimately determines their long-term engagement and success within a business.  

Belonging goes beyond diversity and even inclusion. It’s about creating a workplace culture where every individual feels valued, respected and empowered to be their authentic self and contribute their unique strengths. When employees experience a sense of belonging, they are more likely to be productive, collaborative and committed to their roles.  

Businesses that actively cultivate a culture of belonging benefit from stronger team cohesion, lower turnover rates and a more resilient workforce. This focus on employee wellbeing is essential for shaping the future of work and ensuring employees reach their full potential. 

To achieve this, try to move beyond surface-level DEI initiatives and focus on structural changes that reinforce inclusivity at every level. This includes leadership training on inclusive management practices, employee resource groups that provide support and advocacy and transparent career progression pathways that ensure equal opportunities for advancement. Creating an inclusive environment is key to these efforts. 

Shaping the future of hiring together 

The future of hiring is about attracting diverse talent, creating company cultures and building workplaces where individuals can truly thrive. Inclusivity is not just a corporate responsibility; it’s a competitive advantage that leads to stronger, more innovative and more resilient businesses. 

As your recruitment partner, we are here to support your hiring practices and retention strategies – ensuring they’re as successful as possible. 

Get in touch today to discuss diverse recruitment and retention, and how we can help.