How (and why) to cultivate diversity in engineering recruitment
The engineering sector has seen a general upward trend in diversity in recent years. Yet women, for example, are still heavily underrepresented (only 16.5% of the workforce was female as of 2023). So, why is it so important to cultivate diversity in engineering recruitment?
Just as importantly, how do engineering firms go about doing it?
Here are some strategies you can employ to start gaining the tangible business benefits of having a more diverse team filling your key engineering jobs:
Why is diversity important?
On top of being morally right, diversity has been proven to be good for business. Homogeneity, especially in upper leadership teams, seems to inevitably lead to businesses that perform less well at essentially all levels.
The Wall Street Journal carried out some research back in 2019. This showed that the 20 most diverse companies out of a collection of the top 500 listed on US stock markets routinely outperformed less diverse companies. More diverse companies tended to have:
*Better financial performance (as much as 15% more revenue in some cases)
*More innovation and creativity
*Bigger profit margins
*Wider talent pools
*Increased brand reputation and employee retention
How to cultivate diversity in engineering recruitment
But developing into a more diverse workplace doesn’t just happen. It requires an approach to engineering recruitment and talent retention that includes strategies like:
1) Educational outreach
Many of the largest engineering companies in the world provide sponsorship for educational initiatives at local schools and community organisations. SMEs and smaller companies can replicate this on a smaller scale.
These programs get young people from a diverse range of backgrounds interested in engineering and other STEM subjects at a young age.
This is, of course, very much a long-term plan. The young people who might be trained and inspired by your program may not enter the workforce for many years.
2) Showcase visible role models
This is not about tokenism. Role models who show people from diverse backgrounds succeeding in the industry open up a mental path for young people to envision themselves in a future engineering career.
For example, shining a spotlight on the achievements of female members of your team advertises that you recognise their contributions and can inspire more women to join the engineering workforce in general and your company in particular.
3) Tackle unconscious bias
No one likes to consider themselves biased against any one group. But unconscious bias has a very real and proven effect in engineering job recruitment and in almost every other sector of the economy.
Smart organisations spend time and resources in diversity training that specifically tackles unconscious bias at all levels of the company.
4) Build an inclusive workplace
All of this can be for nought if a company does not actively take steps to build an inclusive environment where people from all backgrounds feel welcomed. These steps might include:
*Fostering the creation of support networks
*Instituting mentor programs
*Making sure promotion and growth opportunities are available for everyone
*Offering flexible work options
*Carefully considering inclusion policies and company culture
5) Aim for a diverse leadership team
A diverse leadership team is one of the dividing factors that sees an organisation start to reap the financial rewards of diversity.
A more diverse leadership team will start to build that positive culture, showcases strong role models for others, and builds more heterogeneity in thinking and approaches.
Want to explore ways of reaching a deeper and more diverse talent pool?
Let’s talk. Ernest Gordon is a specialist engineering recruitment company. Our open, honest, and transparent process gives you access to the best professionals from all walks of life.
Reach out to us today to discuss your hiring needs with one of our specialists.