New trend report: fair personnel policy as a solution

Inclusion, equality and diversity are not just buzzwords of the new world of work. Rather, these days they are a central component of a successful and sustainable business strategy. And given the shortage of skilled workers, companies are more dependent than ever on attracting and retaining qualified employees.

“It’s not just the search for new workers that is the key,” explains Richard Jager, CEO Randstad Germany. “If you want to position yourself as an attractive employer in the future, you should give the people who are already there and want to work the best possible opportunities.” Equity, or equal opportunities, is the magic word, as the current Randstad trend report shows.”

The good news: Companies in Germany have recognized the need for action. 68% now see it as their task to improve equal opportunities in the labor market. 47% of companies are already taking concrete measures to promote the participation and opportunities of all (potential) employees. But that also means that more than every second company has not yet recognized equal opportunities as a lever for business success and as a contribution to value creation.

But what exactly does equal opportunity mean? What do employees understand by this and what perspectives do employers have? The current trend report in the multi-part New Work series from the personnel service provider Randstad sheds light on these questions. It brings together the most important key figures from current Randstad surveys on the topics of equal opportunities, participation and inclusion and thus provides a compressed overview of the areas in which equal opportunities are important in the labor market.

The trend report also shows what companies can actually do to create more justice and equal opportunities and thus make themselves more attractive to employees. Three key areas of action that contribute to these goals are highlighted:

Lowering hurdles, embracing diversity and combining technology with human sensitivity – with these steps companies can succeed in convincing employees in the long term right from the recruiting phase. A concrete example: They open themselves up to applicants who do not have fixed qualification profiles.

Every person is different; their personal career path determines factors such as social background, school education, but also their own network. Companies that keep an eye on the needs and backgrounds of their employees can specifically promote the potential of all their employees.

According to the trend report, anyone who wants to promote equal opportunities should not only pay attention to the current status quo, because the world of work is constantly changing – and employees need access to learning opportunities that prepare them for the future. More than ever, digitalization, advances in artificial intelligence and a connected world require constant innovation and willingness to learn throughout the company. ak