BENEFITS

Evidence from businesses suggests that people from disadvantaged groups can become some of your best employees. These are people who will have overcome their own personal challenges, so can bring fresh ideas and solutions to problems. For local examples of this, see our case studies.

 

 

Businesses report that employees from these groups go the extra mile to secure results, stay with their employer for longer, have a strong commitment to their organisation and lower rates of absenteeism. They also report a number of key benefits of hiring from disadvataged groups including:

Reducing recruitment costs: Inclusive recruitment can save you money. Heathrow Airport recorded savings of £6.3 million from their employability scheme.

Increasing staff retention: Employees recruited from disadvantaged groups have demonstrated lower turnover rates than the wider workforce. Ginsters experienced a 50% reduction in turnover after hiring homeless people.

– Resolving skills shortages: Two thirds of employers who have had difficulty recruiting report a direct financial impact. If you are one of these employers, being more open-minded about how you recruit can help you fill difficult gaps.

Reducing staff absence: Evidence suggests employees who have faced barriers to gaining employment tend to have a below average number of days off work.

Improving client relationships: Being inclusive and diverse increases your appeal as an organisation to do business with. 92% of future private business leaders say that responsible business is key to them as potential investors.

Up-skilling existing workforce and boosting morale: Two thirds of employers said recruiting or offering placements to people who have faced barriers to work helped develop existing staff’s professional skills through involvement in training and mentoring. Almost 60% also said it had increased employee engagement and satisfaction.

 

Demonstrating a social conscience: Developing an open recruitment policy, and actively hiring people who have faced barriers to work, will help reduce social problems, saving the taxpayer money as well as demonstrating that you are committed to giving back to the local community.

 

– Boosting corporate reputation: Engaging with those far from the workplace enriches the reputation and brand of a company. 92% of businesses with open recruitment policies surveyed by Business in the Community say it has enhanced their reputation.

*Information about the benefits of inclusive recruitment taken in part from goverment advice from the “See Potential Campaign

“Employment is the cornerstone of stability in our lives. It’s not just about giving one person a well-paid, rewarding job; it’s about investing in local families and communities and, in many instances, is life-changing.”
James Bailey, Hammerson, Victoria Leeds