The UK economy is strengthening every day and businesses are continuing to do the country proud by growing and creating jobs.

With more than 700,000 vacancies nationwide at the moment lots of businesses in the retail sector are taking a new approach to recruitment. And your firm could be among them.

People from disadvantaged groups are one of Britain’s biggest sources of untapped talent. For too long ex-offenders, recovering addicts, care leavers, the long-term unemployed and the homeless have been overlooked. But the reality is that they bring valuable skills, energy and insight that can help take your business to the Next level.

These people have more than most to prove and can be some of your best employees. They go the extra mile to secure results, tend to stay in a job for longer, have a strong commitment to their employer and take less time off work. By helping you to represent a broader spectrum of the society that your company serves, hiring them also makes good business sense.

Employment prejudice

Did you know that less than one in five of the employers we asked in a recent YouGov survey thought becoming more inclusive would lead to new sources of income for their businesses?

And yet, research by Business in the Community (BITC) shows that of those who do employ people from disadvantaged groups almost half reported increased turn-over as a result.

Just one in five thought becoming more inclusive would improve the professional skills of existing employees. But as many as two thirds (65%) of those that have say that it’s boosted skills levels across their workforce.

And the misconceptions don’t end there. When it comes to loyalty and retention only one in five employers thought hiring people from disadvantaged groups would help. Compare that with 60% of inclusive businesses that reported increased employee engagement and morale across their business thanks to their inclusive policies.

Consumer appeal

Changing your recruitment approach also makes your firm more attractive to customers. More than 90% of those that have done so say that it has enhanced their firms’ reputation. And, in doing so, they’re helping people from disadvantaged groups to change their lives for the better.

“Everyone deserves the dignity of a job and the security of a pay-cheque. But this isn’t about charity. It’s about good business sense”

Priti Patel, Minister for Employment

Everyone deserves the dignity of a job and the security of a pay-cheque so that they can look after themselves and their families. But this isn’t about charity. It’s about good business sense. That’s why business experts like Sir Richard Branson and Dragon’s Den entrepreneur Deborah Meaden have become ambassadors for the government’s #seepotential campaign.

Increasingly, employer attitudes towards people from disadvantaged groups are changing. Business leaders are seeing their potential and skills, allowing them to access and develop the talent they need to fill new vacancies. Our ambassadors even believe failing to do this could ultimately end up costing firms money.

Timpson

Timpson

Timpson is among several retailers that employs staff from disadvantaged backgrounds

Thousands of employers of all sizes across a host of sectors have already started making changes to their recruitment practices, to take on more people from disadvantaged backgrounds.

From new media firms like Virgin and IT companies such as Fujitsu; car giants like Hyundai and construction firms including Carillion; right through to hospitality companies like Marriott Hotels, retail giants such as M&S, Timpson, Iceland and Sainsbury’s and even solicitor’s firms like Freshfields.

To be a truly competitive country in the 21st century, Britain needs a vibrant, dynamic and diverse workforce.

But this is also about your firm – your profits. Why ignore a talented and skilled candidate for a job in the retail sector just because of their background? When you see potential, you’ll not only change lives, you could change your business fortunes too.

  • Priti Patel, Minister for Employment