Research from HAYS finds that collecting personal information is a focus for many large organisations and public sector employers as they seek to progress DEI initiatives and build inclusive workplaces.
By Maggie Mancini
Nearly half (49%) of organisations are now requesting diversity data from job applicants, according to research released by HAYS. At the same time, 40% of organisations say they are not requesting diversity data and 11% say they are unsure. Large organisations (53%) and public sector employers (69%) are more likely to ask for diversity data over SMEs and private sector organisations. Collecting diversity data from job applicants is a key focus for many organisations as they seek to progress their diversity, equity, and inclusion (DEI) initiatives and build more diverse and inclusive workplaces.
Four in five (80%) professionals are happy to share their diversity data with organisations when applying for a role—although one in five (20%) say they wouldn’t be happy to do so. Younger employees—ages 18 to 24—are most willing to provide this information (92%), compared to 77% of 30- to 39-year-olds.
When it comes to the type of diversity data professionals are comfortable with sharing, 67% are happy to disclose their gender identity, 62% are willing to share their ethnicity or nationality, and 61% are comfortable disclosing their age. Professionals are less comfortable providing information about their socioeconomic background (23%), their mental health status (32%), and their dependent status (33%). Less than two in five (39%) are willing to share their sexual orientation with a potential employer.
“Collecting diversity data is the first step towards understanding the make-up of your workforce and identifying where there might be gaps,” says Dan Robertson, MD of FAIRER Consulting, a HAYS company. “Although there’s clear willingness from professionals to share some aspects of their personal diversity data, less than half of employers are asking for this during the hiring process. If you’re aiming for more equal representation in specific areas of your business, data collection at point of hire can help establish whether you’re building a talent pipeline with the diversity required to achieve your goals.”
