How a Non-Diverse Workforce can Reduce the Digital Ability of a Company

Diversity is a huge subject that includes many areas. One important aspect, that can sometimes be overlooked, is age diversity. Arguably, this has become more important than ever now that generation z has the potential to influence UK business in a big way.

There is no doubt that the technology savvy generation z has a major influence on culture and it can have the same impact on business, if it’s allowed to do so. The problem is that businesses that do not embrace a diverse workforce can miss out on the positive impact that generation z individuals can have.

What generation z can bring to a business

Generation z is the first generation that has grown up completely immersed in technology. It’s second nature to them. This means that they understand how technology can be used to remove manual processes and create a more digital environment in the workplace. Having this mindset means that individuals from this generation are uniquely able to provide technological insight for a business.

For instance, generation z workers have been shown to want technology within the workplace such as:

• Business Intelligence.
• Internet of Things.
• Robotic Process Automation.
• Artificial Intelligence

Embracing these types of technology can also revolutionise businesses. It can help them to become more efficient and cost effective. This helps them to become more competitive in the market and increases profits. The downside is that a lack of a diverse workforce can limit the digital progress of a business as it lacks the influence of generation z. This is why business leaders and HR professionals need to embrace the younger generation as a priority.

The challenge for HR and recruitment professionals

In order to embrace generation z, and create a more digital workforce, HR and recruitment professionals need to understand how to recruit young people and create a diverse workforce.

One of the most important factors in this is to bypass assumptions and bias. This includes using place and means of education and previous experience as predominant recruitment deciding factors. Making assumptions based on traditional criteria, including age, is no longer efficient in many cases.

Innovative technology can help HR and recruitment professionals to make decisions based on ability rather than assumptions. For instance, predictive cognitive testing is an objective measure that can lead to more well-informed recruitment decisions. It involves making sure that everyone is involved in the same process, on a level playing field.

It’s vital that HR professionals, recruiters and business decision-makers embrace this new way of making recruitment decisions. Failure to do so means that they risk losing out on the benefits that generation z workers can bring to a business, with their digital insights. The fact is that businesses need to think carefully about this area of diversity in the workforce. They also need to implement any necessary changes so that they can remain competitive in a crowded market place.

If you are an HR professional looking for your next role, register with us.