Driving Success Through Intersectional Talent Management: Strategies for a Diverse Future

Despite the many legal advancements in recognising intersectionality, its practical integration into the recruitment sector remains both limited and disparate. As demographic shifts shape the future workforce, it's crucial for organisations, and recruitment professionals working with organisations, to adopt intersectional approaches to recruitment. According to a study by McKinsey & Company¹, companies in the top quartile for ethnic and racial diversity are 36% more likely to outperform their peers in financial returns. This is a tool that recruiters need to utilise to help promote candidate organisations to external candidates. In this article, we will explore why intersectional talent management can help recruitment professionals.

Challenges in Recruitment - Building the Framework for Diversity Success

Traditional recruitment methods often overlook socioeconomic barriers, hindering access for underprivileged candidates. According to research from Harvard Business Review², nearly 70% of underrepresented minorities report difficulty in finding mentors compared to only 48% of their white counterparts. Initiatives like internship programs and collaborations with universities and other higher and further education establishments. Additionally, careful use of AI-based hiring tools is also deemed necessary in terms of ensuring fairer candidate evaluation. A Deloitte³ study found that 64% of executives believe AI will be critically important for their organisation's success in the next five years.

Partnerships with initiatives like the European Network of Equalities Bodies (ENEB)⁴ aim to enhance economic mobility for marginalised communities. According to the Financial Times⁵, companies participating in diversity initiatives like ENEB have seen a 90% increase in the number of employees from underrepresented groups. The European Commission’s⁶ groundbreaking diversity targets will further help strengthen corporate focus on diversity and equalities in the workplace.

Why Focusing on Retention Helps Drive Recruitment

Recruiters can help recruit talent by highlighting retention rates within any client organisation and the data backs this approach. Retaining diverse talent requires fostering a sense of belonging. According to a survey by Glassdoor, 67% of job seekers consider workplace diversity an important factor when evaluating job offers. While Employee Resource Groups (ERGs) play a significant role, they may pose challenges for individuals with intersecting identities. Cross-collaborative initiatives and education on microaggressions are crucial to address these challenges. A report by the MIT Sloan Review⁷ has found that 40% of employees who don't think their company is diverse plan to leave in the next year.

Workplace Initiatives - How Recruiters Can Collaborate With Organisational Initiatives

Technically, organisations leverage employee dialogue to drive innovative benefit offerings, fostering inclusivity. Whilst this sounds hifalutin, recruiters can use this dialogue within their external engagement with clients. Recruiters can use, for example, PwC’s⁸ own career accelerator schemes for diverse groups to promote internal diversity growth. According to an internal study by PwC, 85% of CEOs with diversity and inclusion strategies in place report increased staff retention. Recruitment professionals need to leverage this information to promote candidate organisations to external clients.

Conclusion: Use the Power of Diversity to Help External Recruitment Objectives

In navigating the complexities of intersectionality within talent management, recruitment professionals must prioritise inclusivity and equity at every stage. By addressing recruitment challenges, fostering a sense of belonging, promoting diversity in leadership, and prioritising employee engagement and development, recruiters can promote internal success that drives sustainable growth as a positive advertisement for external candidates. As demographic shifts continue to reshape the workforce, embracing intersectionality isn't just a moral imperative—it's a strategic necessity. By embracing diversity in all its forms, recruitment professionals can position themselves for success in an increasingly competitive and dynamic talent environment.