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Creating a Culture of Inclusion: Empowering Diversity in Financial Sciences & Services

Posted on June 2023

Empowering Diversity in Banking and Financial Services

In the dynamic and competitive world of financial sciences & services, building an inclusive workplace is vital for driving success, fostering innovation, and attracting top talent. In this article, we delve into the significance of inclusivity in the industry, outline the substantial benefits it brings, explore strategies for attracting diverse individuals, and provide actionable steps to infuse inclusivity into the hiring process.

The Significance of Inclusion in Financial Sciences & Services:

  1. Driving Innovation and Agility: Inclusive workplaces in financial sciences & services foster diverse perspectives, experiences, and ideas, allowing for more innovative solutions and agile decision-making. By embracing different viewpoints, organizations can adapt swiftly to evolving market dynamics, capitalize on emerging opportunities, and outperform competitors.

  2. Meeting the Needs of a Diverse Client Base: Financial sciences & services serve a wide range of clients, and an inclusive workforce ensures better understanding and responsiveness to diverse customer needs. By employing individuals from various backgrounds and cultures, organizations can offer customized products, personalized services, and enhanced customer experiences, leading to increased client satisfaction and loyalty.

  3. Strengthening Employee Engagement and Retention: Inclusive workplaces nurture a sense of belonging, respect, and equal opportunities, fostering high levels of employee engagement. When employees feel valued and accepted, they are more likely to be motivated, loyal, and committed to organizational goals. This boosts productivity, reduces turnover rates, and attracts top talent seeking inclusive work environments.

Also find out how financial professionals relocate here.

Strategies for Attracting a Diverse Talent Pool:

  1. Proactive Outreach and Partnerships: Actively engage with diverse professional organizations, communities, and educational institutions. Build partnerships to tap into underrepresented talent pools, attend diversity-focused career fairs, and promote inclusivity initiatives. Establish scholarship programs, internships, or mentorship opportunities to cultivate a diverse talent pipeline.

  2. Inclusive Employer Branding: Embed DE&I messaging in your employer branding efforts. Showcase success stories of employees from diverse backgrounds, highlight inclusive policies, programs, and employee resource groups. Leverage digital platforms, social media channels, and company websites to communicate your commitment to diversity and equal opportunity.

Applying Inclusivity to the Hiring Process:

  1. Unbiased Job Descriptions: Craft job descriptions that are neutral, inclusive, and free from gender, racial, or other biases. Focus on the necessary qualifications, skills, and competencies, avoiding unnecessary prerequisites that may exclude qualified candidates from diverse backgrounds. Conduct regular reviews to ensure language inclusivity.

  2. Implement Blind Resume Screening: Mitigate unconscious bias by employing blind resume screening techniques. Remove personal identifying information such as names, gender, and age from resumes to focus solely on candidates' qualifications and experience. This helps evaluate applicants based on merit, fostering a fair and unbiased selection process.

  3. Structured and Competency-Based Interviews: Employ structured interviews with standardized questions to ensure consistency and fairness. Develop a list of competency-based questions that assess candidates' skills, experience, and ability to contribute to a diverse and inclusive work environment. Provide interviewers with comprehensive training on recognizing and addressing biases.

  4. Diverse Interview Panels: Form diverse interview panels consisting of individuals from various backgrounds and levels within the organization. This fosters multiple perspectives and reduces the influence of unconscious biases. Each panel member brings unique insights, enabling a more comprehensive evaluation of candidates' suitability for the role.

  5. Ongoing Diversity and Inclusion Training: Provide regular training to hiring managers and interviewers on implicit biases, diversity, and inclusion. Enhance awareness and understanding of unconscious biases that can impact decision-making. Equip employees with strategies to challenge assumptions, promote inclusivity, and select candidates based on qualifications and merit.

Selby Jennings is your gateway to global talent in the financial sciences & services industry. With a strong global presence and deep industry expertise, we have access to a diverse pool of top-tier candidates from around the world. Our commitment to inclusivity ensures that candidates are evaluated based on merit and their potential contributions to fostering an inclusive workplace. Request a call back from Selby Jennings today and discover how we can provide you with diverse talent pools tailored to your needs.

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