Diversity, Equity, and Inclusion trends for 2022 – what is there to know?
Although the pandemic might have slowed down the economic growth of some companies in 2020 and shifted their focus, the diversity efforts are taking back the spot in 2022. In previous blogs, we’ve highlighted for your how essential and beneficial diversity and building diverse teams are. So, what is there to come for D&I in 2022? Below, you can find the 3 most pressing trends for 2022.
1. Shift to a remote workforce
We’ve said it before, and we’ll gladly say it again: Remote work is not going away yet. In fact, employees prefer to have the option to work remotely. In a previous blog, we’ve mentioned a study that indicated that 64% of the employees would let go of the extra cash and opt for the benefits of distance work.
What does that mean from a Diversity, Equity, and Inclusion (DEI) perspective? For starters, telework allows you to consider a more diverse and geographically dispersed workforce. However, take an equitable approach and evaluate:
▶ Is it possible for all your team members to work from home? Those who have duties onsite, can they work some days at home?
▶ Is everyone’s job allowing for the same type of access to technologies, the workplace and so forth?
2. The consequences of Covid-19 in businesses
One thing is for sure. The outbreak changed our views and priorities. Not only did we realize that most of us can work from home (WFH), but also we began to prioritize our wellbeing. In 2022, employers would need to think of workplace equity in their decision-making and policies-setting.
Examples of questions and situations that you are likely to encounter are:
▶ Can I have an option to work from home because I feel unease returning to the office?
▶ My partner has caught Covid-19, and I would need to quarantine and take care of them. In work terms, can I take time off and so forth?
▶ Does everyone need to be vaccinated before returning to the office? What about those chose not to?
Potential solutions to the above are:
✔ Write policies that support the affected by the pandemic (mentally and physically), such as paid-time-off etc.
✔ Improve on your communication by checking in and informing your employees regularly
3. AI as a crucial component in the hiring process
As a consequence of the pandemic and how COVID-19 economically hit multiple industries, in 2020, many businesses’ margins are thin, and CFOs have restricted expenses. HR is one of the eras where investments are seen as more of a cost. Simultaneously, there is an even more significant need for sourcing and winning talent in 2021 and 2022. That’s because companies are getting back to a somewhat normal pace of operations, and they’re looking to hire in volume. In 2021 this trend is starting to gain speed, and in 2022, the ability to mass hire fast and for quality candidates will be a competitive advantage to those companies who know how to do it.
It would not be possible to screen candidates in a timely manner and in a highly personalized way without the assistance of artificial intelligence (AI). Only through automating the mass hiring practices can you, as a good recruiter or leader, manage to ensure more talent enters your teams. How’s that?
AI and AI-solutions in HR were on the rise before the outbreak, and now it continues to do so with greater efficiency. By transferring the manual tasks to an AI (algorithms work quite flawlessly with such types of tasks), you automate the workflow and free up the hiring team to focus on more creative and higher-value tasks. This means candidates can receive better candidate experience, among most things which are crucial for attracting and keeping talent at your company.
For your DEI efforts, a better candidate experience includes customizing the candidate experience with a foundation of a solid DEI framework. What type of experience each applicant gets from different touchpoints with your company matters and impacts their job acceptance. A Glassdoor study from 2020 reveals that 67% of job hunters consider the diversity of the workplace as important. Those employers who have an ATS that supports a diverse workforce would have a positive impression on candidates.
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