While diversity and inclusion (DEI) strategies are nothing new, they have risen in importance amongst financial talent when it comes to choosing a place to work.

That’s according to the latest Global Talent Trends Survey, compiled by ACCA, which reported that almost two-thirds (64%) of UK finance professionals cite DEI as a key factor when considering whether to work at an organisation.

For Gen Z entering the workforce, it’s clear that they are more likely to put DEI at the forefront of their job search, with 76% of this age group rating it as a key factor in their choice of organisation.

And with 29% stating they disagreed their organisation is inclusive and 41% (of UK respondents) indicating they’re planning on moving role in the next 12 months, this presents genuine opportunities for employers who are strong on DEI to differentiate themselves in a competitive market.

So, how can employers improve DEI in their organisation according to the survey’s respondents?

Hiring & Promotion Biases:

• End biased hiring practices like nepotism or always preferring certain schools/degrees
• Make decisions purely based on skills/merit rather than affinities
• Audit promotion processes to ensure equitable advancement chances
• Look for potential evaluator biases that may unfairly impact candidates

Leadership representation:

• Specifically recruit and develop underrepresented groups into leadership pipelines
• Set goals for inclusive representation at leadership levels
• Offer allyship and sponsorship programs to support diversity in influential roles
• Require leaders demonstrate their commitment to EDI in words and actions

Equal access to opportunities:

• Audit distribution of “special” opportunities like high visibility projects
• Ensure committee/board roles are filled equitably and not just tapped for “inner circles”
• Consider potential barriers to access that may inadvertently be excluding groups
• Encourage equal participation by those whose voices may be less heard

Exclusionary & unconscious biases:

• Train managers on recognising microaggressions and unconscious biases
• Foster empathy about challenges faced by those who differ from ourselves
• Address toxic work cultures and tribalistic tendencies that leave out “outsiders”
• Model openness to different viewpoints and challenge default ways of thinking

Truly embedding DEI strategies into your organisational culture hinges on leadership commitment, transparency and systematic interventions to address unconscious biases and behaviours.

And once you’ve got your DEI agenda nailed down, it’s crucial you communicate this across multiple touchpoints – website, socials, company literature etc.

Doing so means potential employees from all backgrounds will see themselves reflected in your organisation and ultimately be more inclined to join your team.