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Closing the skills gap with diversity and inclusion
With the digital skills gap proving to be an ever-present
issue for many companies, it’s important to think about the practical ways in
which you can tackle it. If you’ve never considered how the skills gap might be
causing a detrimental impact on your business, it’s worth remembering that people
often aren’t equipped with the necessary skills to carry out their job
responsibilities to a high standard.
One way that businesses can aim to narrow their skills
shortage is through diversity and inclusion. Of course, the benefits of
diversity and inclusion are clear to see. But, you still might be left
wondering how promoting a more diverse and inclusive workplace can actually
help you to close your company’s skills gap.
Make use of a wider
talent pool
If you are having difficulty in attracting job applicants
with the relevant skills, you might need to expand your talent pool. By widening
your target demographic and seeking a more diverse workforce, you are likely to
gain access to people with a variety of qualifications and experiences.
Hiring from a diverse talent pool can often lead to a more
productive workforce. However, in order to get the benefits of a new and
improved working environment, you need to have an inclusive company culture. By
doing so, you will be able to inspire people from all backgrounds, ages and
genders, helping you to handle the demand for digital skills.
Remove bias from your
recruitment process
To successfully close your digital skills gap, you might
need to rethink how you go about hiring new candidates. As some words are more
representing of a specific gender, there’s the potential that large groups of
people are deterred from applying. Therefore, removing bias from your
recruitment process could be achieved by simply changing the language used in
your job adverts to more fairly reflect your inclusive working environment.
Nowadays, thanks to advancements in technology, CVs can be
reviewed with artificial intelligence. They can be programmed to make decisions
on a certain criteria including a person’s skills, qualifications and
experiences. If you don’t want to rely on an algorithm for your recruitment, you
can remove bias from your decision making by only accepting blind applications.
This essentially means that any personal details like race, nationality, gender
and age, are invisible to see, meaning that people are solely judged on their
ability to do the job.
How Project Solutions can help you
It’s important to remember that a key part of successfully
narrowing your skills gap is knowing how to take action. By taking the
necessary steps to allow your employees to feel comfortable at work, they will
be more likely to carry on upskilling alongside you and stay engaged with their
jobs.
If you are looking for help that is unique to your change
and transformation needs, then fortunately Pareto’s project solutions service
can help. With a readily available diverse talent pool, we can help you to fill
your skills gap at short notice.
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