Glassdoor introduces diversity and inclusion rating
?Glassdoor has launched a new company diversity and inclusion rating on its website to give job seekers a clearer picture of their prospective employer.
This new feature comes as 72% of UK job seekers and employees said that a diverse workforce was an important factor when evaluating companies and job offers, and 58% said their employer should be doing more to increase diversity.
According to Glassdoor’s survey, job seekers and employees said there were still disparities between perceptions of diversity, equity and inclusion in the workplace.
Its rating will appear alongside five other factor ratings: culture and values, work/life balance, senior management, compensation and benefits and career opportunities.
Sixty-one per cent of black respondents said they would not apply for a job at a company where there is a lack of diversity among its workforce, compared to just 31% of white respondents.
Black and asian employees surveyed were more likely (85% and 86% respectively) to agree that a diverse workforce is an important factor when evaluating companies and job offers than white respondents (61%).
Speaking to HR magazine, Kessar Kalim, HR director at London School of Hygiene and Tropical Medicine, welcomed the move as a sign of more transparency.
He said: "For employers, obtaining information and feedback from their people across a range of equality, diversity and inclusion (EDI) can help shape and influence strategy.
"Seeing how management and leadership value and approach EDI can be a determining factor to staying with the company, or moving elsewhere."
Yet Shakil Butt, founder of HR Hero for Hire told HR magazine he was concerned about Glassdoor as a tool to analyse organisational progress.
He said: "The data is not verifiable, nor reliable given it is anonymous and multiple reviews can be submitted without actually having worked at the company being viewed.
"While some organisations pride themselves as being inclusive, often what they have actually achieved is making a difference on one or two aspects of difference, typically gender or LGBT whilst allowing other types of difference to be put into the 'too hard to address box'.
"Unless there is a rating for each aspect of difference, a single high or low rating alone without clarification could be very misleading and actually hamper D&I efforts."
There were also concerns that the term 'diversity' means different things to different people.
Jamie Love, CEO of Monumental Marketing and Edinburgh Pride organiser, said: "My only concern is what the definition of diversity is for different people, in a male heavy company a senior female exec could be seen as diverse in their eyes.
"Nonetheless, it will be great to showcase the companies who truly are diverse and from a candidate perspective, a great way to ensure they're not a tick box hire and that the prospect employer truly shares their same values."
Yet Christian Sutherland-Wong, Glassdoor chief executive, said it was important for job seekers and employees to know as much as they can about an organisation.
He said: “Job seekers and employees today really care about equity, and for too long they’ve lacked access to the information needed to make informed decisions about the companies that are, or are not, truly inclusive.
“By increasing transparency around diversity and inclusion within companies, we can help create more equitable companies and a more equitable society too.”
Glassdoor launched new tools for employers to share their company programs and initiatives for building more diverse and equitable workplaces.
Employers and HR can share their company programs and initiatives on how they are improving inclusiveness in the dedicated section on their Glassdoor profile.