How to build an inclusive Employee Value Proposition (EVP)

Inclusion is more than just a buzzword—it's a fundamental principle to creating a positive work environment that drives company success and the happiness and capabilities of your team. 

Gone are the days when candidates simply sought a job purely for salary. Today’s employees increasingly seek companies that embrace diversity and inclusion. Most job seekers, especially Gen Z and millennials, care about diversity and inclusion when choosing a job. Studies show that about 63% of all employees, including 73% of Gen Z and 68% of Millennials, prioritise workplaces with DEI programs. And two out of three job seekers want to work where there's diversity.

Introducing an inclusive Employee Value Proposition (EVP) is about more than just offering benefits and perks. It's about creating an inclusive work culture where every employee feels valued, respected, and empowered to bring their whole selves to work. An inclusive EVP goes beyond attracting talent; it sets the tone for a workplace where diversity is celebrated, different perspectives are embraced, and everyone has equal opportunities to thrive.

In this blog we will look at :

• What is an inclusive EVP?
• What are the benefits on an inclusive EVP?
• 3 steps to assessing the inclusivity of your EVP
• 4 ways to build a more inclusive EVP

What is an inclusive Employee Value Proposition?

An inclusive Employee Value Proposition (EVP) is what an organisation offers to its employees beyond just salary and benefits. It highlights the unique aspects of working for that organisation and what sets it apart from others.

An inclusive EVP specifically emphasises the organisation's commitment to diversity, equity, and inclusion. It communicates that the company values all employees and is dedicated to creating a welcoming and supportive work environment where everyone has equal opportunities to succeed.

In other words, an inclusive EVP ensures that all employees, regardless of their background, feel valued, respected, and included in the workplace culture and opportunities for growth.

It includes looking at:

1. Equal opportunities and an inclusive environment: Highlighting the organisation's commitment to providing equal opportunities and creating an inclusive work environment.
2. Supportive policies and benefits: Emphasising accessible policies and benefits tailored to meet diverse needs such as flexible working.
3. Career development and leadership commitment: Communicating the organisation's dedication to supporting career growth for all employees and the leadership's commitment to diversity and inclusion.
4. Continuous improvement and external reputation: Stress the organisation's focus on continuous improvement in diversity initiatives and its reputation as an inclusive employer in the market.

What are the benefits of an inclusive EVP?

• You can attract diverse talent: An inclusive EVP helps attract a wider range of candidates from different backgrounds, experiences, and demographics, enriching the talent pool.
• Higher employee engagement: Employees feel valued and respected in an inclusive environment, leading to higher engagement levels and increased loyalty to the organisation.
• Improved retention rates: Inclusive workplaces create a sense of belonging and loyalty, reducing turnover rates and the costs associated with recruitment and training.
• Enhanced innovation and creativity: A diversity workforce fuels innovation, creativity, and problem-solving, driving business growth and competitiveness.

3 steps to assessing the inclusivity of your EVP

1) Kick-start your EVP assessment process

You'll first need to thoroughly review your current EVP. Consider how it reflects your company's commitment to inclusion and look at key elements such as your messaging and values. 

Ask yourself:

• Is your EVP inclusive? Does it demonstrate a commitment to diversity, equity, and belonging? Use examples to help you! 
• Does it highlight the value that different perspectives, backgrounds, and experiences bring to your teams?
• Are there any instances where the language or imagery excludes certain groups?
• Does your EVP reflect the diverse talent you aim to attract and retain?

2) Identify the potential gaps around inclusion

After assessing and reviewing your EVP, focus on identifying potential gaps. This step involves taking a deep dive into your content, messaging, and how you present what it’s like to work at your company. 

Look for areas where you can improve and areas where you can celebrate success:

• Evaluate if your EVP genuinely addresses the needs and aspirations of a diverse workforce.
• Consider if there are any unintentional biases presented in your messaging or imagery that may deter or exclude certain groups.
• Identify any underrepresented or marginalised groups that may not feel adequately represented.
• Assess if your EVP clearly communicates the inclusive policies, benefits, and opportunities available to employees early enough in the process.

3) Gather feedback from current and previous employees

Collecting and analysing feedback from employees is invaluable. You can do this through anonymous surveys, exit interviews, and focus groups, and you can even use our handy employee satisfaction measurement tracker for survey question inspiration and measuring the satisfaction of your employees.  

Once you’ve gathered this data, make sure to look out for feedback related to inclusion and diversity, and consider the following:

• Common themes or concerns raised by employees associated with inclusion in the workplace.
• Assess if there are any specific areas where employees feel the company falls short in offering an inclusive environment.
• Pay attention to suggestions and ideas provided by employees on how to enhance inclusion within your company.
• Take note of any positive experiences or success stories shared by employees that reflect a strong culture of inclusion.
• Make a note of whether you received a representative response rate of employees, e.g. if you employ 50% women, but the survey responses were only 10% women - this is something to look into. 

4 ways to build a more inclusive EVP

1. Define your commitment to inclusion

Begin by defining your company's inclusive values and mission statements. These serve as your guide to creating a diverse and inclusive workplace and should be visible to everyone who works with or considers working with your company. 

Here are some elements to think about:

• Define and communicate your company's commitment to DEI through a clear mission, vision, and values statement
• Make sure that your leadership team and board are diverse and representative of the communities you serve
• Provide ongoing DEI training and education for all employees, including unconscious bias, allyship, and inclusive leadership
• Celebrate and highlight the diverse perspectives, experiences, and contributions of your team
• Create employee resource groups (ERGs) and affinity spaces for underrepresented communities to connect, support, and advocate for change

2. Remove bias from job descriptions 

Job descriptions and messaging should attract a diverse pool of candidates and promote a culture of inclusivity and equal opportunities. Regularly reviewing and updating your job descriptions to make sure they align with evolving best practices and promote diversity and inclusion in your hiring process is key. 

Here are some key tactics to consider:

• Use gender-neutral language - review job descriptions to make sure the language used is gender-neutral and inclusive. Avoid using masculine or feminine pronouns and terms that may unintentionally deter or favour certain genders.

• Focus on essential qualifications and skills - clearly identify the core qualifications and skills necessary to perform the job effectively. Avoid including unnecessary or excessive requirements that may unintentionally exclude potential candidates.

• Avoid biased language - be mindful of using language that may carry bias or assumptions about certain groups. For example, avoid words or phrases that may imply age, race, gender, or other protected characteristics.

• Use inclusive job titles - choose job titles that are inclusive and reflective of the actual role. Steer clear of titles that may be gender-specific or have cultural or demographic connotations.

• Provide a diverse representation of employees - consider showcasing a diverse range of employees in your job descriptions, such as through images or testimonials. This can help potential candidates see themselves represented and create a sense of inclusivity.

• Emphasise equal opportunities - clearly state that your company is an equal opportunity employer committed to diversity, equity, and inclusion. Reinforce the message that all qualified individuals will be considered for employment without regard to their background or demographic.

• Carry out training - provide bias training to those involved in writing and reviewing job descriptions. This training can raise awareness about unconscious biases and help them make more informed decisions when crafting inclusive job descriptions.

• Get external feedback - consider seeking input from individuals outside the immediate hiring team or company to review job descriptions for potential biases. An external perspective can provide valuable insights and help identify any unintentional biases that may have been overlooked.

• Test job descriptions - pilot test job descriptions with a diverse group of individuals to gather feedback on their perception of the language and any potential biases. Use this feedback to refine and make improvements.

3. Introduce flexible work policies and company perks

Being inclusive through your flexible work options and company perks is a fantastic way to be more inclusive. It involves designing policies and benefits that cater to the diverse needs and circumstances of your employees. Flexibility is a powerful tool that can help companies attract and retain more diverse talent. Think about it: everyone has their own way of working, and for some people, flexibility isn't just a perk, it's a necessity. Without it, they might not be able to work at all.

When you embrace flexibility, you're welcoming people from all walks of life. It shows that you understand and respect the different needs and experiences of your team. Whether it's accommodating different schedules, remote work options, or other adjustments, being flexible creates an environment where everyone can thrive.

Here are some ways to achieve this:

• Offer flexible work schedules - provide options like flexible working hours or alternative work arrangements, such as part-time or compressed workweeks. This accommodates different lifestyles, from caregiving responsibilities to health needs and other personal commitments.

• Offer remote work opportunities - offer the ability to work remotely through fully remote work, remote-first or hybrid to support employees who may have mobility challenges, live further from your office, individuals who have children or pets, or those that simply prefer more flexibility over where they work. 

• Consider job sharing and part-time options - enable job sharing arrangements, where two employees share one full-time position or offer part-time roles. This can benefit individuals who need reduced work hours due to personal circumstances or commitments.

• Build an inclusive benefits packages - regularly review and enhance your benefits packages to ensure they meet your different employees' needs. You could consider benefits like healthcare insurance, family-friendly policies like enhanced parental leave, adoption leave or bereavement leave, mental health support through companies like Oliva, sabbatical leave, Work From Anywhere schemes, pawternity leave or enhanced sick pay - the list is endless. 

• Look into employee recognition and rewards - implement inclusive recognition programs that celebrate the achievements and contributions of employees. Ensure that recognition is based on inclusive criteria where all employees have equal opportunities to be acknowledged.

• Provide diversity and inclusion training - provide training to promote awareness, understanding, and appreciation of diversity and inclusion among employees. This helps create a more inclusive work environment where everyone feels respected and valued.

4. Showcase your inclusive EVP

Once you've developed an inclusive EVP, it's important to communicate it in a way that resonates with and includes all employees. This means going beyond generic messaging and tailoring your communication to the diverse needs, preferences, and experiences of your workforce. Consider using an Employer Branding platform like Flexa to attract, retain and engage top-notch talent; let us explain more. 

Flexa company profiles are designed to spotlight a company's dedication to diversity and inclusion. These profiles go beyond traditional company information by highlighting gender demographic metrics, benefits, flexible working policies, and a designated space to communicate your unwavering commitment to an inclusive environment. With 95% of companies who use Flexa ranking at the top of search results, these profiles take centre stage in building your company’s reputation. 

And by being Flexified, you can be among innovative companies like Amplifi, who have seen a 65% increase in the diversity of their pipeline after using Flexa. Want this to be you?

Here are some other ways to communicate your inclusive EVP

• Use inclusive language and imagery in your EVP messaging, avoiding jargon, acronyms, or references that may exclude or alienate certain groups
• Highlight diverse employee stories and testimonials that showcase the real-life impact of your EVP on different communities and identities
• Provide EVP information in multiple languages and formats, such as written, audio, and video, to accommodate different learning styles and abilities
• Continuously gather feedback and iterate on your EVP communication to ensure that it remains relevant, inclusive, and effective