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Inclusion: Your strategic advantage

Until recently, inclusion has been viewed as a compliance burden rather than a strategic advantage. That’s about to change.

Lisa Cox, consultant, Cubiks

Employers today know there is fierce competition for talent. Skills gaps, such as in engineering and technology roles, mean employers are often left fighting for the best talent from a relatively small candidate pool.

There is, however, more than one way to compete. Great talent is out there, but it may not look or sound the same as it always has. Talent might not have the profile we’re used to in terms of education, background or experience. When employers open their minds to a broader view of what talent means, opportunities arise.

As we look to the future, accessing a broader and more diverse pool of talent is going to be critical, partly to fill skills gaps, but also to enhance organisational performance. Evidence for the link between diversity and inclusion and organisational performance grows stronger every year. This includes better problem-solving, improved decision-making and bottom-line success.

A key reason for this enhanced performance is the increased creativity and agility organisations gain from a diverse workforce and an inclusive culture. To meet their challenges today and in the future, organisations will certainly need these qualities. And they will gain them in spades if they wish to.

Inclusive cultures foster innovation and open-mindedness in everyone, not just those from minority groups with different perspectives. In this way, inclusion is no longer a compliance burden – it’s a source of strategic advantage.

Another reason is that a diverse and inclusive workforce more closely reflects customers. What better way to understand the needs and desires of your clients than to employ people across the business who truly represent them?

At Cubiks, we support organisations with attracting, selecting and developing the people they need.

We’ve helped major employers like the civil service to develop inclusive assessment processes, enabling them to recruit the very best candidates regardless of their majority or minority group status.

We seek to understand what great talent means in each organisation and in each role. With that insight, we build assessments that measure relevant drivers, behaviours and abilities to offer a full picture of the potential fit of every candidate.

To find out how you can optimise your selection approach to promote greater diversity, visit 



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