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How Identifying Skills Gaps Can Boost Diversity in Organisations




By Lee Higgins, Founder


Skills gaps are a constant in organisations as a result of new technologies, shifting market demands, and changes in organisational strategies, among other factors. To stay competitive and agile, companies must proactively identify these gaps and tailor their hiring efforts to fill them.


I think these skills gaps present a tremendous opportunity to enhance diversity in the workplace if organisations are willing to do the following:


Expand their talent pool: By identifying skills gaps, organisations can broaden their search for candidates beyond traditional demographics or educational backgrounds.


Emphasise transferable skills: Focusing on transferable skills encourages hiring leaders to look beyond specific qualifications and experiences. This approach can help identify candidates from diverse backgrounds who will bring valuable perspectives and skills to a team.


Create targeted development programs: Designing targeted development programs will help bridge the skills gaps and promote diversity and equity within a workforce.


Reduce unconscious bias: Concentrating on skills gaps can help a business focus on objective, skills-based hiring decision-making, resulting in a more diverse workforce.


Promote inclusive growth: Addressing skills gaps across the organisation can provide opportunities for professional growth and advancement for employees from all backgrounds. Thus, create an environment that supports learning and development for an inclusive culture of equal opportunities for everyone.


Enhance team dynamics: By addressing skills gaps and embracing diversity, leaders can create teams that are better equipped to navigate complex challenges and drive innovation.


With dedication and effort from companies, these gaps can be closed, leading to a more inclusive business model. A win-win for everyone!

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