aussie employers not diverse or inclusive enough.

2018 Randstad Employer Brand Research reveals only 50 per cent of employees believe their employers have a diverse and inclusive culture.

Despite diversity and inclusion being firmly on the agenda for Australian workplaces in 2018, the latest Randstad Employer Brand Research has revealed that only half of Aussie workers believe their employers have successfully established a diverse and inclusive culture.

Commissioned by Randstad, the leading global HR services and recruitment company, the annual report looks at Australian workers’ perceptions of employer brands and job seeker drivers.

The Randstad research findings echo industry research which shows three in four Australian workers support their organisation taking action to create a workplace which is diverse and inclusive (1). This is backed up by the claim that one in five Australians have personally experienced harassment and/or discrimination at work in the past year (2).

 

Frank Ribuot, CEO of Randstad Australia, said that while the issue of diversity and inclusion has been increasingly in the spotlight globally, many local businesses are still only at the foundation stage of building their diversity programs.

“There is a significant gap between what employees want and what employers are achieving when it comes to a diverse and inclusive work environment. Our research indicates organisations need to better define their strategy here, putting in place clear channels of communications to ensure genuine progress is made so that all Australians can feel safe, welcome and respected at work.

“Interestingly, our study also showed that while only a fifth (19 per cent) of Australians ranked diversity and inclusion as an important factor when choosing an employer, once in the job, they are calling on employers to deliver clear channels for communication and feedback as well as concrete and meaningful actions in relation to these issues (47 per cent). We see this ourselves in our very own workforce of over 2,000 employees in the APAC region,” he said.

According to the research, almost two thirds (61 per cent) of Australians feel the greatest sense of inclusion when an employer offers flexible work options. This extends to social engagement, with almost half (46 per cent) claiming the opportunity for all employees to plan and make decisions relating to social activity is highly valued.

When looking at workers’ motivations for leaving a role, the study found 27 per cent also cited a lack of flexibility as one of the top five reasons to do so, with the early learning, education and professional, scientific and technical fields sectors being perceived as delivering the greatest flexible working arrangements.

Libby Lyons, Director of Workplace Gender Equality Agency, said access to flexible working opportunities is a key factor in achieving gender equality in the workplace.

“The Agency’s data shows that nationally, we have made progress as almost seven in 10 employers now have a policy or strategy to promote flexible working.However, strategies and policies need to be implemented through action.

“Yet, our data reveals that less than five per cent of employers actually set targets for engagement in flexible work and fewer than two per cent set targets for men’s engagement with flexible work. This is important because research reveals that normalising flexible working arrangements is a key factor in improving women’s career progression and increasing the representation of women in leadership.

“Randstad’s report shows that most Australian workers want employers to offer flexible working options in their workplaces. The onus is now on employers to ensure organisation-wide acceptance of flexible work, allowing their employees greater flexibility in the choices they make to manage productive work and life commitments.”

Mr Ribuot agreed, noting that a robust diversity and inclusion program can help increase a business' performance, drive innovation, attract more talent and create more opportunities for growth.

“As the make up of Australia becomes more diverse, so will the expectation for companies to have dedicated policies that engages with all people, putting diversity and inclusion at the heart of their businesses.

“While a number of industries are making headway with flexible working environments, it’s time for all Australian employers to follow suit.”

Explore the full Randstad Employer Brand Researcg report by clicking here.

 

 

What Diversity and Inclusion means to Randstad

At Randstad Australia, we believe that a combination of diverse views and an environment of inclusion directly benefits our business, our customers and our community. We do this to create opportunities, innovation and belonging for all. We know that people from different backgrounds and different points of view can foster inclusion, promote broader perspectives and drive diverse thinking and business results which will help us deliver a distinctive experience for our clients, candidates and for ourselves.

Randstad Australia strongly believe that to be successful, an organisation must champion diversity to ensure their workforce has a mix of ages, gender and cultural backgrounds - the more diverse the better and the likelihood of sourcing niche skills. Randstad have created an internal recruitment policy to support this with partnerships with external organisations, to help attract and retain candidates. The term diversity is used to describe individual differences and the term inclusion is used to describe the intentional and ongoing engagement with diversity. 

 

About the Randstad Employer Brand Research

The 2018 Randstad Employer Brand Research explores Australian workers’ perceptions of employer brands, providing a unique understanding of employee and job seeker drivers. The largest piece of employer branding research in the world, the independent survey provides insights from over 175,000 respondents and 5,755 companies in 30 countries worldwide including 9,555 Australians.

 

Sources

(1). https://www.dca.org.au/research/project/inclusion-index

(2). https://www.wgea.gov.au/sites/default/files/2016-17-gender-equality-scorecard.pdf

 

 

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