Successfully Sourcing a More Diverse Workforce
Successfully Sourcing a More Diverse Workforce
Solve Your Skills Shortage in Facilities Management
The facilities management (FM) sector is currently grappling with a significant skills shortage, a challenge that is only compounded by an ageing workforce, the increasing complexity of FM tasks, and evolving technology. To address this, sourcing a more diverse workforce has become a key focus for many FM companies. Embracing diversity isn't just about meeting equality targets—it's about tapping into a broader pool of talent and finding the skills necessary to keep facilities running smoothly.
But how can the FM industry successfully source a more diverse workforce, and what benefits does this bring to the table? In this blog, we explore how a diverse talent pool can be the answer to your skills shortage, and provide practical steps to help FM businesses diversify their workforce effectively.
Why Diversity is Key to Solving the Skills Shortage
Diversity in the workplace means including individuals from different backgrounds, ethnicities, genders, ages, and abilities. By broadening your recruitment efforts to include underrepresented groups, you open up opportunities to source talent that may have been previously overlooked. Here are some of the reasons why a diverse workforce is key to solving the skills shortage in FM:
- Access to a Larger Talent Pool
One of the most significant advantages of embracing diversity is access to a wider talent pool. When you limit recruitment to a narrow demographic, you’re restricting your access to a wealth of skills and experience. By actively sourcing candidates from different backgrounds, you increase the likelihood of finding the skills you need and reduce the impact of shortages in certain areas.
- Fresh Perspectives and Innovation
A diverse team brings fresh perspectives and innovative ideas. People from different backgrounds and cultures approach problems differently, which can lead to more effective solutions, better decision-making, and improved service delivery. In an industry like FM, which requires creative problem-solving and adaptability, a diverse workforce can be a valuable asset.
- Reflecting the Communities You Serve
The FM industry serves a wide variety of clients, many of whom come from diverse communities. By building a workforce that reflects the communities you serve, you create a more inclusive environment for clients and employees alike. This can lead to improved client satisfaction, stronger client relationships, and a better overall reputation for your business.
Strategies for Successfully Sourcing a More Diverse Workforce
To effectively source a more diverse workforce in FM, businesses need to take proactive steps to remove barriers, create an inclusive workplace, and attract a wide range of candidates. Here are some strategies to help you do just that:
- Review and Redesign Recruitment Processes
One of the first steps towards building a diverse workforce is reviewing your current recruitment processes. Consider how you advertise roles, the language used in job descriptions, and where you’re looking for candidates. Job adverts should be written in a way that appeals to a wide audience and avoids gendered or exclusive language.
Expand your recruitment channels to reach a broader demographic. This may mean partnering with organisations that support minority groups, attending diversity job fairs, or advertising on platforms that cater to specific communities.
- Remove Bias from Hiring
Unconscious bias can be a significant barrier to diversity in recruitment. It’s important to take steps to identify and remove bias from your hiring process. Consider using blind recruitment practices, where candidates’ personal details such as name, age, and gender are removed from applications during the initial screening.
Providing training on unconscious bias for your hiring managers can also help ensure that all candidates are assessed based on their skills and experience rather than preconceived notions.
- Promote a Culture of Inclusion
It’s not enough to simply hire a diverse workforce; you must also create a culture where all employees feel valued and included. Promoting a culture of inclusion means ensuring that everyone, regardless of their background, has equal opportunities for growth and advancement.
Encourage an open and supportive work environment where employees feel comfortable sharing their ideas and perspectives. Offer training on cultural awareness and inclusion to ensure that all team members understand the importance of diversity and feel empowered to contribute.
- Offer Flexible Working Arrangements
Flexible working arrangements can help attract a more diverse range of candidates, particularly those who may have additional responsibilities, such as carers or parents. By offering flexible hours, remote working, or job sharing, you can make your roles more accessible to a wider audience, helping to attract and retain talent from different backgrounds.
- Develop Partnerships with Community Organisations
Partnering with community organisations and charities that support underrepresented groups can help you reach new talent pools. These partnerships can provide access to training programmes, job boards, and support networks that can help you connect with potential candidates who may not have previously considered a career in FM.
For example, working with organisations that support veterans, people with disabilities, or young people from disadvantaged backgrounds can help you find motivated candidates who are keen to start a new career in FM.
- Create Opportunities for Training and Development
Providing opportunities for training and development is crucial for attracting and retaining a diverse workforce. Not everyone will have the same level of experience or qualifications, but offering on-the-job training, apprenticeships, and mentorship schemes can help bridge the skills gap and bring new talent into the industry.
This approach not only helps to build skills within your team but also demonstrates a commitment to employee growth, which can be a significant factor in attracting a diverse range of candidates.
The Benefits of a Diverse Workforce in FM
Sourcing a diverse workforce is not just about addressing the skills shortage; it also brings several other benefits that can have a positive impact on your business:
- Improved Employee Satisfaction and Retention: A diverse and inclusive workplace where everyone feels valued can lead to higher employee satisfaction and reduced turnover. Employees who feel that they are part of a supportive and inclusive culture are more likely to stay with the company and be engaged in their work.
- Enhanced Reputation: A commitment to diversity and inclusion can enhance your company’s reputation, making it more attractive to potential clients and employees. It demonstrates that you value fairness, equality, and representation, which can set you apart in a competitive marketplace.
- Better Client Relationships: A diverse workforce that reflects the communities you serve can lead to improved client relationships. Clients are more likely to feel comfortable and valued when they see that your team understands their needs and backgrounds.
Conclusion
Successfully sourcing a more diverse workforce is a powerful strategy for addressing the skills shortage in the FM sector. By broadening your recruitment efforts, removing bias, and creating an inclusive work environment, you can attract talent from a wide range of backgrounds and build a team that brings fresh perspectives, innovative solutions, and improved service delivery.
Diversity and inclusion are not just buzzwords—they are essential elements of a successful and sustainable workforce. By embracing diversity, FM businesses can not only address the challenges of the skills shortage but also create a positive and dynamic workplace where all employees feel valued and empowered to contribute to the company’s success.