By: Sam Hoey | CRP, GMS

August 27, 2019

Companies need to build an inclusive workforce in order to grow and meet corporate objectives. As of May 2019, there are over 7.3 million job openings in the United States. However, in June 2019, the United States Department of Labor’s Bureau of Labor Statistics reports that the official US unemployment rate is 3.7%. With so many job openings and such a low unemployment rate, companies need to look beyond traditional hiring methods to be successful.

Innovative Ways to Build an Inclusive Workforce

Building an inclusive workforce is not an insurmountable task. Often a company can be successful by expanding its use of various channels to broadcast hiring needs. Social media has risen in prominence as a strong platform for talent recruiting and acquisition.

Alternatively, a company might focus on shaping its cultural values towards an expansive view of its workforce. In turn, the company would benefit in many unique and helpful ways from the skills and experiences of various workforce populations. For example, some employees may be familiar with the countries and cultures of South America. As a result, they may contribute many helpful ideas to companies looking to expand in this region.

Top 5 Ways a Company can Build an Inclusive Workforce

1.Talent Acquisition Programs

Companies should review their talent acquisition program to ensure it is following industry best practices. In order to recruit top talent in a tight labor market, social media has become one of the most widely used platforms for recruitment. In fact, recruiting socially lets companies create an experience so people want to move to join their culture and environment. Companies that focus on creating a positive brand generate more interest among job seekers.

The Society for Human Resource Management’s survey of HR professionals also reports that over 30% of companies are working to leverage smartphones in their recruiting efforts. The divergence of desktop, laptop, tablet, and smartphone usage across regions and demographic groups is striking:

  • Europe maintains consistent use of PCs, laptops, and smartphones
  • Outside of Europe, PC and laptop use is declining
  • Asia leads in smartphone usage versus PCs
  • Tablets are more popular with older users
  • The increase in mobile-friendly applications is turning users away from PCs and consoles

2. Training and Apprenticeship Programs

Many companies have unique needs for specific skills across a variety of jobs. These companies benefit from well-defined training and development programs. Other companies may be in industries where apprenticeship programs are in place to ensure workers become qualified to perform their job, such as a nuclear plant technician.

Countries such as Australia have taken action to ensure funds are made available to train workers in skills and apprenticeships. All of these training and apprenticeship programs can be designed to promote an inclusive workforce.

3. Hire Workers Across Multiple Generations

The recent trend to hire employees with significant experience is continuing to add diversity to the workforce. To build a truly inclusive workforce, companies should examine their job outreach efforts to workers across generations. Baby Boomers in particular have been increasing both in total number of employees and as a percentage of new hires. There are several advantages for companies that hire older workers:

  • Older workers are often better educated than their younger counterparts
  • Today’s generation of older workers are much more health conscious with long life expectancy
  • They have unique insight into the market preferences of their peers
  • Mobile gaming is turning users away from PCs and consoles

4. Workers With Past Issues

Companies that expand their diversity and inclusion initiatives often see significant results. Specifically, research by McKinsey & Company has shown that:

  • Top performing companies exhibit higher diversity on executive teams
  • Diverse leadership teams help create higher financial performance
  • Higher performing companies show higher levels of diversity

Companies can focus on various levels of diversity to build an inclusive workforce. Basic diversity may include age, nationality, gender, and race. However, more expansive and deeper diversity can greatly expand a company’s talent pool. Companies that are truly in tune with their markets may find that it helps them to embrace expansive diversity, such as:

  • Lifestyles
  • Cultural Influences
  • Sexual Orientation
  • Mental/Physical Abilities

Hiring Employees with Past Issues

One additional area that might be considered is hiring employees with a criminal history. 35 US states and over 150 municipalities have enacted “ban-the-box” laws to help promote fair hiring policies. These laws require employers to consider a job candidate’s qualifications first, without consideration of any prior conviction or arrest record. These laws may help prevent discrimination against those with past issues who might otherwise be qualified for the position.

Only upon offering a position can a company inquire about a criminal history or convictions. Also, the mere presence of a record would not automatically disqualify a candidate from a job. As a result, candidates for positions that are not in any way related to their prior conviction may still be eligible for hiring, to prevent discrimination in the workplace.

It is important for companies to always focus on fair hiring practices as they build an inclusive workforce. Also, they should consult with employment law attorneys for guidance to be sure all federal, state, and local laws have been reviewed for compliance. Companies that might benefit from hiring someone with past convictions such as Martha Stewart are able to look past her criminal history and recognize the tremendous value she may be able to contribute.

5. Global Relocation

With talent shortages prevalent across several nations, competition for qualified employees may be fierce. Currently, the financial and business service industries are most at risk due to the extreme talent shortage. Companies that find it difficult to hire and recruit for positions should highlight their relocation program’s benefits in all of their recruiting materials.

The future of finding talent is through global, mobile, and technological means. In fact, employees themselves often seek positions that offer international assignment opportunities. Economic growth in places such as China, the United Arab Emirates, and Canada drives significant demand for talented workers.

What Should Employers do to Build an Inclusive Workforce?

Employers seeking to build an inclusive workforce have several avenues they can pursue. Importantly, companies should examine their culture and plans for future growth to determine how to proceed with their diversity and inclusion initiatives. Corporate expansion plans, mergers and acquisitions, and product development plans should all be considered as potential drivers for inclusive workforce development.

Companies considering relocation for new hires or transferees should review their relocation programs. This will help ensure they have a competitive advantage. Also, it will ensure their program provides the highest level of relocation benefits and services for their employees.


GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees throughout the world. Our team can help your company determine how to build an inclusive workforce by leveraging your company’s unique culture, training, and talent acquisition programs.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

New SafeRelo™ COVID-19 Knowledge Portal

GMS recently launched its new SafeRelo™ COVID-19 Knowledge Portal featuring a number of helpful resources including:

  • Curated selection of news and articles specific to managing relocation programs and issues relating to COVID-19
  • Comprehensive guide to national, international, and local online sources for current data
  • Program/Policy Evaluation (PPE) Tool for instant relocation policy reviews

Contact our experts online to discuss your company’s interest in relocation programs that build an inclusive workforce, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Senior Vice President, Global Account Management Sam joined Global Mobility Solutions in 1996 and has a unique perspective with her 25 years of industry experience. Samantha offers her clients relocation expertise and a commitment to excellence in her. Her proficiency in orchestrating the BVO and GPO Programs, as well as relocation policy design and implementation, are invaluable assets to the accounts she manages. Her experience in administering Pre-Decision Relocation services to enhance the recruiting process further demonstrates her unique abilities to service her clients. Samantha’s diverse experience, leadership, and outstanding communication skills enable her to manage the relocation process for her clients with finesse and polished professionalism.

Related Posts

Looking for something?