When it comes to diversity, we must avoid paying lip service and instead ensure businesses are substantiating their promises for a more inclusive workplace with targeted action.

Research reveals there is much that needs to change:

• Women only make up one in five board members within construction companies

• LGBT employees are less likely to secure top positions

• England has no black or minority ethnic (BME) chief executives in local authorities

• Women make up less than 30% of FTSE 100 boards

• Just 8% of executives in the UK are Black, Asian or Minority Ethnic (BAME)

The opportunities for dynamic thinking and innovation that can emerge through bringing together a mix of cultures, genders and generations within the workplace are exciting ones for business.

Norman Broadbent’s ‘Diversity of Thought’ report notes findings from Morgan Stanley and IBM which illustrates diversity is key to driving profit growth.

Similarly, research from McKinsey considers the impact of diversity on financial performance, uncovering some notable findings.

• Boards in the top quartile for gender diversity oversee companies that are 21% more likely to enjoy above-average profits

• Boards in the top quartile for ethnic and cultural diversity oversee companies that are 33% more likely lead their industry profit-wise

• Companies in the bottom quartile for any diversity category are 29% less likely to obtain high profits

How to Make Sure Diversity is at the Heart of a Workplace

As an executive headhunter in UK, at Granger Reis we understand the importance of ensuring that the recruitment strategy reflects the company's agenda for a more inclusive and diverse workplace.

A recent report from the Financial Times highlights that candidates from diverse backgrounds are more likely to apply to positions at a company where the senior management team is diverse. Facilitating women, LGBT+, BAME and people with health conditions or impairments to reach top-level executive positions is essential.

Moreover, it is important to recognize which aspects of diversity an organization is falling short on. This could be acknowledging that on the board the panel is resoundingly male, or that the team members only hail from certain socioeconomic or cultural backgrounds.

Forward-thinking business leaders who are embedding diversity in their ethos are not coming to these ideas anew. According to the ‘Diversity of Thought’ authors:

‘Enterprising leaders have long understood that bringing together people of different backgrounds and experiences is both ethically sound and good for business. Companies scoring highly on diversity scales consistently outperform their less diverse competitors.’

As a UK headhunter, Granger Reis is committed to ensuring diversity and inclusion is at the core of the work we do as a business and reflected within our workforce.