Bristol employers could risk damaging future productivity and profitability by not recruiting a diverse mix of staff warns Lucy Bristow, managing director of recruitment specialists, Lucy Bristow Appointments.

This view is supported by a new report by the Chartered Institute of Personnel Development (CIPD) on the business case for diversity which demonstrates how employing under-represented groups can help companies address the war for talent and skills shortages.

The Government, which has plans to drive employment up from 75 to 80 per cent, is reinforcing this message by encouraging employers to look at older workers and ethnic minorities.

Lucy Bristow said: “Employment law is a complex field and businesses currently have to deal with 35 Acts, 52 statutory requirements and 13 codes of practice on equality issues in addition to European Union law. But employing a diverse mix of staff is not just about satisfying equal opportunity criteria and ticking boxes, there are real benefits.

“Creating a workforce combining different ages, races, ethics and gender means that you can match internal employee diversity to population diversity.  This can create performance benefits and enhance awareness of customer needs,” continued Lucy Bristow who established Lucy Bristow Appointments 17 years ago. “A diverse workforce also helps to inject news ideas and challenge traditional ways of doing things which may be hindering change and organisational progress. This bringing together of dissimilar minds is of great value in an economy where innovation is imperative to long term success.

Lucy added: “There are a multitude of sound reasons for creating a diverse workforce and the majority of employers now train interviewers in relevant issues and to monitor diversity.  But more can be done to tap into this diverse talent pool.”