I aim to present a diverse range of candidates to clients. However, this comes with the strict condition that they are all capable of doing the job. Often, when it comes to diversity, there is only a focus on the gender balance or the representation of non-Western backgrounds in a company. While these two aspects are important – especially since the new law came into effect on January 1, 2022, for listed companies in the Netherlands – diversity encompasses much more to me: it also includes differences in age, possibly not having the right education, pregnancy, or a physical disability.
Age does not matter
For instance, I once proposed a candidate who was nearing retirement age. What pleased me was that the client never asked about his age. He now works happily at this company, to mutual satisfaction. Another example is the candidate who was pregnant during the application process and could not arrange childcare on time. Working fewer hours until a solution was found fortunately proved to be no problem. These clients have a broad perspective and an open mindset. I consciously choose them, and in return, they also come to me more readily. As an (executive) searcher and client, you also need to be a good match in that regard.
What companies say and what they do differ
There is still plenty of work to be done, as many companies claim to prioritize diversity but fail to deliver on it in recruitment processes. Last year around this time, the Dutch Rabobank published a study on the inclusivity of the business world. Surprisingly, 40% of Dutch companies are not inclusive and tend to choose majority candidates for vacancies. This is striking because according to Rabo, it is the inclusive companies that perform better in terms of revenue growth and expectations. They also experience – logically – less labor market tightness.
Diversity policies seem to be the solution, but according to the research, they unfortunately have minor impact on inclusive recruitment choices. So, what does? Mentoring and involvement at the top of the company are crucial factors for change. Rabobank concludes that selection procedures also need improvement. This is important because lack of inclusivity threatens to not only be socially undesirable but also economically costly for Dutch society.
WWII: Deciphering through diversity
Sometimes we can learn from the past, such as the story of the codebreakers of Bletchley Park. During World War II, a large and highly diverse group of men and women with very different educations and skills worked together here to break the German Enigma code. It is said that through their collective efforts, they even shortened the war by two to four years.
So, while “great minds think alike” might seem appealing when looking for a new colleague, it does not always yield the best results.
