- Connect Early with Talent
For the WC, as discussed earlier, many are prepped for certain blue collar jobs in society so they automatically rule any other possibilities out. Connect with schools and youth clubs at an early stage and highlight the type of organisation you are, the types of careers you cater for and your employment paths. Try to uncover if vocational routes can be a viable route into your company.
- Access to Education
For much of the WC, third level education is simply not a viable option due to lack of money, location or time; many simply go straight to full-time work if they have a family to support. Remove any unnecessary educational criteria from the hiring process. It can often be seen as a barrier and it will also remove any unconscious bias of the hiring team. Look into creating internships where possible, so people can learn on the job.
- Audit your Values
Make sure your values and behaviours are truly authentic and relevant, and avoid having aspiring values that don’t take into account the reality of the organisation.
- Measuring Success
Take a look at how is success is measured in your organisation. Give people a sense of what it takes to progress and make sure you signal clearly what is expected, what is valued and what is celebrated.
- The Hidden Rules
Who is setting the hidden rules and norms in the workplace? More often than not, it is managers from MC and UC backgrounds, and this can feed into the way workplace culture and interactions play out. These ‘rules’ need to be checked to ensure that everyone is on a level playing field.
As mentioned previously, Inclusion and Diversity is all about creating an organisation that belongs in the modern world. Taking this more holistic approach when it comes to your I&D strategies by looking beyond the “visible’ traits can be a huge step towards creating such organisations and really help strengthen your employer brand.
For more information on social class and how to incorporate it into your I&D strategies, visit this webinar on BrightTalk, run by Deepak Jas, from Girl Effect & Steven Huang, from Culture Amp.
To see how we can help strengthen your Inclusion & Diversity Strategy – get in touch.