Recruiting a diverse data and tech workforce in the war for talent

 

“One of the answers to a genuinely inclusive workforce are high quality apprenticeships that provide the most in-demand digital skills for people on lower incomes, women, and individuals from underrepresented backgrounds.” – Michael Lafferty, Head of Apprenticeship Design, Kaplan

Diversity and inclusion performance goals are often a focus for many businesses, to ensure a diverse workforce which feels included and part of the company.

However, in certain industries, such as data and technology, it can be difficult to reach and maintain these goals because of the level of competition and skills shortages in the market.

So what are the benefits of a diverse workforce?

A diverse workforce can provide your company with different mindsets and points of view. This leads to improved productivity and problem-solving, as well as aiding innovation and creativity.

Similarly, having a range of different ages, ethnicities, religious and political beliefs, genders, physical abilities and other factors helps your business better relate to a wider client base. This is important as relating to a client helps you to truly understand their wants and needs, while giving them confidence in you as a supplier.

 

Having a diverse workforce not only benefits a company from a business perspective, it can also help retain staff by developing a good work culture. If employees feel comfortable and understood they are much less likely to leave.

 

Skills shortages in data and technology

With a highly competitive job market in sectors such as data and technology, diversity goals can often slip through the cracks. You may have heard of the “war for talent”. This is a reality employers are facing.

 

The war for talent is no longer just a concept. It’s becoming increasingly difficult to find qualified candidates to fill positions and then keep them within the business. These reduced candidate pools can mean you’ll struggle to diversify your workforce, as there is a more limited group of skilled people you can reach.

 

However, the problem may be deeper than just skills shortages. Most senior leaders in the industry are Oxbridge or Red Brick university educated. If these senior leaders expect employees with a similar educational path to their own, or are advertising roles using their own tone of voice, this could also hinder diversity, and the resulting workforce may not be fully inclusive.

 

So how can you focus on diversity and recruit in competitive, less diverse markets?

 

How can your business improve diversity and fill your skills gap?

 

The simplest answer is to offer training to potential staff, allowing you to recruit people who match your company’s values without the exhaustive, often prohibitive list of experience so often requested in job listings. 

 

Apprenticeships are a great option as candidates can work while they learn, helping them put any lessons straight into practice and understand specifically how they work for your company.

 

As little to no qualifications are needed to start an apprenticeship, they can help you reach a wider talent pool. This opens the door to candidates who couldn’t, or chose not to, go on to higher education, or those looking to change careers and so do not have related qualifications.

 

Against popular belief, you can be of any age to study for an apprenticeship, which means companies can also look to upskill current colleagues as well as new talent. This is important, especially in the data and technology industries as there is a skew toward younger talent.

Offering training also usually leads to people having appreciation for a company that has helped them learn and grow, which in turn gives them a sense of belonging and loyalty, thus reducing attrition.

 

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For more information about data and technology apprenticeships, please visit our website.