Actively seek candidates from underrepresented groups to enhance diversity – #BeyondBias 11/20
Tip 11 from the BeyondBias campaign by CEC European Managers—“Actively seek candidates from underrepresented groups to enhance diversity”—speaks directly to this shift.
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But what does this advice entail, and why is it so crucial for Europe’s managers and leaders?
Going Beyond Passive Inclusion
In many organisations, diversity efforts often stop at well-intentioned statements or equal opportunity clauses in recruitment policies. However, passive inclusion is no longer enough.
Structural inequalities, historical underrepresentation, and unconscious bias mean that simply “treating everyone equally” can perpetuate the status quo. That’s why active outreach to underrepresented groups is essential.
Actively seeking diverse candidates means identifying and dismantling the barriers that prevent certain groups—such as women, ethnic minorities, LGBTQ+ individuals, older workers, and people with disabilities—from accessing leadership and decision-making roles.
It involves strategic efforts like:
Building partnerships with institutions that support minority talent.
Advertising jobs through inclusive platforms.
Reviewing selection criteria and interview processes to eliminate bias.
This isn’t about lowering standards—it’s about broadening the pool and ensuring qualified candidates from all backgrounds have a fair shot.
The Value of Diversity in Leadership
CEC’s BeyondBias campaign is grounded in the understanding that diverse leadership leads to better outcomes. Research has shown time and again that diverse teams are:
More innovative, because they bring different perspectives to problem-solving.
More adaptable, as they can respond to a wider range of challenges and customer needs.
More trusted, both by employees and the public, because they reflect the societies they serve.
In the European context, where workplaces are becoming increasingly multicultural and multigenerational, the ability to lead across differences is vital.
Managers who have experience working with diverse teams are better equipped to handle complexity, resolve conflicts, and make inclusive decisions.
Moreover, diversity at the top sends a signal. When leadership includes people from different backgrounds, it shows that the organisation values merit, inclusion, and fairness.
This, in turn, boosts employee morale, attracts top talent, and enhances the organisation’s reputation.
Social and Economic Impact
Beyond the workplace, seeking candidates from underrepresented groups has broader social benefits. Inclusion reduces inequality, strengthens democratic institutions, and promotes social cohesion.
At the economic level, it also unlocks untapped talent and increases productivity.
For example, the EU estimates that improving gender equality alone could generate up to €3.15 trillion by 2050.
The business case for racial and ethnic inclusion is equally strong, as companies with greater diversity in management are significantly more likely to outperform their peers.
CEC European Managers and BeyondBias
CEC European Managers launched the BeyondBias campaign to help tackle the persistent barriers that prevent inclusive leadership from flourishing.
As a European social partner, CEC European Managers represents the interests of managers who act as bridge builders between workers and employers and are uniquely placed to drive organizational change.
The campaign offers a roadmap to action, equipping managers with the insights and tools they need to lead inclusively.
By spotlighting concrete tips like actively seeking underrepresented talent, CEC is helping to shift the mindset from awareness to action.
