Recruitment insights


How to hire top engineering talent

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Over the years, as industries try to become more software-driven, the demand for engineers and developers has increased dramatically. Finding the right engineering talent is crucial for the growth of your company and its products. Even in 2020, amid the COVID-19 crisis, engineering has seen the best recovery in terms of jobs in the market though comparatively lower than last year. This field is showing great promise of recovery.

The key to business recovery from the pandemic is going to be innovation. Technology lies at the center of innovation. As Marissa Mayer, Co-Founder of Lumi Labs and former CEO of Yahoo, said, “In technology, it’s about the people. Getting the best people, retaining them, nurturing a creative environment, and helping to find a way to innovate.”

The demand for engineers remains at an all-time high and expected to increase in months to come, with rapid digital transformation, brought on by COVID-19. Attracting the right talent can be a real challenge for companies, especially smaller companies. Engineers have a lot of options to choose from, and best engineers have the luxury of picking the projects and companies they will work for.

So how do companies appeal to top engineering candidates and stand out as a potential employer?

Based on our own experiences in hiring tech talent for our clients, we are sharing what the companies can do to attract best engineering talent, what engineers are looking for from a potential employer, and more.

Getting started

Every hiring process starts out with building a pipeline of candidates. To create a talent pipeline, it is essential to take stock of one’s branding and see that it positions you as a great place to work for the engineers.

For the tech giants of the world (Google, Microsoft, Yahoo, etc.) this is easy, their employer brand is already a big draw for the candidates but for smaller organizations it is important to focus on this aspect and build it actively. We have some great tips for building out your employer brand here, check them out and start today.

Show them the problem they will be solving for

The key to attracting the best engineering talent is to show them what opportunities they will have, at your company, to solve significant technological problems alongside other exceptional engineers on your team.

Engineers are problem solvers by nature, and not merely experts defined by their fields (technologies they work with, etc.). If you give them a glimpse into the kind of problems they will be solving for, they can build a better understanding of your challenges and understand precisely how they will be making a difference for.

Focus on communicating your organisation’s story, history and challenges you tackle.

Go beyond competitive salaries

Paychecks matter, but engineers place a lot of stock in, ‘What problems will I be solving along with this company?’, What new will I get to learn here, what technology will I work with, who will be my mentor, etc.

So if you have to compete with huge tech giants of the world for the engineering talent, it would be useful to have clarity on what engaging problems engineers are expected to solve and what will they learn and from whom.

Have your CTO write about interesting problems you solve at your organisation, share what the team does, your work culture, etc. It will go a long way in showcasing your values, problem-solving style, etc. and give you an edge when competing with more prominent companies.

Assess with your real-world challenges

As recruiters, we see an increasing preference among both companies and engineers, that job application processes have assessments which simulate the actual real-world problems the engineers will be working on.

This approach is useful for both employers and applicants. It gives candidates a glimpse of what problems they will be solving for (if they are to work for that organization), gives employers a thorough way to assess the candidates’ abilities, skills and approach towards problem-solving, especially in the company’s context.

Overall, this approach is a win-win for everyone.

Don’t remain stuck on 100% fit, go for other great candidates

Most employers are looking for the ideal candidate who ticks of all the boxes in their list of requirements. It ends up restricting the candidate pool they can interview and hire.

Instead, be flexible and go for candidates who have, e.g. 80% of the skills required to do the job, you can train them to learn the 20% which they don’t know presently, and be the ideal candidate with 100% skills that you were looking for.

You end up saving time, that you would otherwise, end up spending searching for that elusive purple squirrel (candidate with 100% of skills that you are looking for).

Stay in touch during the whole process process

We can’t stress enough about the importance of continuous communication during the entire interview and hiring process.

The number of drop-offs in tech hiring is pretty high compared to other fields. So every update that you share with the candidate matters, especially if it is going to increase your interview time (say the hiring manager is out on leave and can’t do interviews sooner). The continuous stream of communication keeps your candidates engaged, your talent pipeline warm and reduces the drop-off rate.

Close the hire asap

Once you have found your perfect engineering candidate, move fast and close the hire speedily. Don’t draw out salary negotiations, be clear and upfront on this count from the beginning.
Be responsive and keep continuous communication with the candidate, remind the candidate of your company’s story, and why they should be excited to be a part of it.

Invest in employer branding to show your presence and build a community

Remember what we said about building a talent pipeline, it is crucial to cultivate and engage with one, even when you are not actively hiring.

Focus on building a long term relationship with the engineering community, which helps you stay relevant, and positions you as ‘an organization as a place where new ideas and solutions are created and fostered’, even though they are not actively interviewing with you.

  • Here are some tips for investing in employer branding:
    Get your engineering or tech team to blog on technical topics.
  • Showcase your engineering team prominently on your company platforms, encourage them to share their experiences of working at your company.
  • Organize or sponsor hackathons with engineering colleges or other technical institutions. It will help you identify great entry-level talent producing best ideas and also bolster your reputation as a leader in new technology invested in innovation and creativity.

The key to hiring world-class engineers is to share your story and help them see where they fit in it. You’re not just offering them a job; you’re selling them on the next chapter of their life.

Check out this video from our CTO and GMI two-time winner Sudheer Bandaru on hiring and scaling your tech team.


Contact Shortlist Here

sourcing digital

Sourcing Digital Talent: Finding Digital All-Stars in Unlikely Places

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With rapid digital transformation brought about this year by COVID-19, in months to come as businesses recover, the competition for hires with digital skills is going to become fiercer.

This competition is going to be tough not just for tech, but for all the sectors.

Many sectors like banking, financial services, insurance (particularly across SSA, etc) across emerging markets are undergoing rapid transformation. Companies from all these sectors have one thing in common – digital talent needs. They are rapidly hiring digital talent for software engineering, digital marketing, data analytics, etc. to drive their digital agendas.

They are competing for the same set of people and skills, given that all businesses are pursuing digital agendas of some sort ranging from added product offerings, operations, mobile apps, etc.

In some instances, the demand outranks the supply, which has led to a sourcing challenge. This is acute for fast-growing SMEs who do not have the budgets and infrastructure to engage in large scale recruitment drives, like MNCs. This requires a need for greater creativity.

So, where should these companies find digital talent? Are there any unlikely places that they are overlooking? We are here to share our own expertise with you on this.

Look beyond traditionally, digital sectors

We’re increasingly seeing great digital talent come from sectors beyond IT and the computer software giants you might think of first (Google, Microsoft, Amazon, Facebook, etc.). A lot of these emerging sectors have not been digital historically, but are now going through digital transformations. For example, sectors like agriculture, energy, and distribution and logistics are not traditionally tech-forward sectors, but we have seen some great tech talent present there.

  • Let’s take the energy access sector, for example. Energy access is increasingly driven by data and finance, so we have found talent which excels at data analysis within energy access companies. Their solutions are driven by software, so they seek out and hire great engineers.
  • Agriculture is another sector where a range of companies are providing value-added services to farmers via technology, giving them access to information and data and driving greater market transparency. The digital transformations that are driving change in the agriculture sector are a great grooming environment for tech talent.

Look at locations beyond your own back-yard

Accelerated by COVID-19, digital talent has gone global. So instead of just thinking about what and who, you can find in your own backyard, think global.

Sourcing talent in your location or vicinity is the obvious first place most recruiters start, but the drawback is that you may end up missing out on places with great talent pools especially for digital skills.

Additionally, talent cost is a critical consideration for businesses especially SMEs and SMBs. By looking beyond your backyard (especially if you’re located in an expensive metro city), you can cut down costs and not compromise on talent quality.

There is great talent sitting at large, multinational tech companies no doubt, but hiring from them can prove more cost-prohibitive to most SMBs in the market. By looking at lesser-known talent pools, in less explored markets, your costs can go down significantly while ensuring the quality of candidates is not compromised.

Think of looking outside your city or even country to find high-quality, remote talent. We are increasingly working with large companies in East Africa who are looking for tech talent in India, to access a greater supply of talent at lower costs.

By looking beyond the obvious and closest places, you can better source talent from anywhere in the world.

Cultivate graduate talent pipelines

Cultivating graduate talent pipelines is a non-traditional way to think about sourcing digital talent, but building a strong bench of entry-level digital talent will help you build a sustainable, long-term pipeline of great digital talent. Play the long game.

Given the fierce competition for existing and emerging digital roles, companies should look at entry-level talent which can mature well in the role and technology.

Companies can build relationships with technical institutions known for honing a particular skill or technology, this way they have access to vetted talent, ensuring access to a cost-effective and renewable talent pipeline.

As digital transformation cannons forward and competition for talent grows more intense, companies have to explore unknown places to source talent. We hope these ideas give you some inspiration in your search for great talent.


At Shortlist, we’re experts in finding digital talent for companies that don’t have multinational budgets for tech talent, match our clients with talent that’s interested in rolling up their sleeves and contributing to high growth environments. Whether you need a new CTO or you’re building out a 50-person tech team, we have the experience and bench of talent to be able to help you grow your digital team. We are uniquely positioned to solve cross-border digital talent needs given our full-team presence across offices in East Africa and India. Beyond our physical presence, we can source talent globally from anywhere in the world and have worked across 25+ countries.

Hiring tech talent? Reach out to us today to see how we can help you.

Contact Shortlist Here

digital skills

Why should companies focus on digital skills more than ever in the post-pandemic world?

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So many companies are choosing to go remote to ensure business continuity and safety of their staff, digital skills have become vital for existing employees and new hires. It has become important for employers to upskill or re-skill their workforce so that they get the best of the digital transformation that’s taking place.
It has become important for employers to reflect on how to best equip their company, processes and their workforce for the post-pandemic world.

The digital transformation will require flexibility and acquiring additional skills for the employees if they want to grow and flourish in the new reality over the next 3-4 years.

For employees to continue working in their current job or to find a new job, to present oneself as the top talent, they need to focus on upskilling especially those skills which are going to be vital and in-demand in their chosen field.

Workplaces are definitely set to change in light of events of 2020 and with it, so will the skills that companies will need, with a pronounced focus on digital skills.

Based on our extensive conversations with employers across India and Kenya, here are some digital skills that employers should consider equipping their current workforce with and look for in prospective employees for ensuring success in the post COVID world.

Digital skills: What are they? Setting a baseline…

Digitization will heavily dominate the future of work. All companies will be digitally based to at least a certain extent if not a 100% thanks to COVID-19. Given that this new mode of operation is here to stay, digital skills will be gaining a lot of traction.

Whereas “digital skills” once meant knowing the latest coding languages or working in IT, now having a digital skillset is more inclusive. Companies are looking for employees who can succeed in digital environments, and for those who can communicate across platforms and technologies. People who can keep the digital business running and thriving despite any disruptions (calamities, pandemics, etc), will be highly sought after talent. We anticipate that having a digitally skilled talent pool is going to play a larger role in disaster preparedness planning for companies going forward.

Companies will also rely heavily on digital technologies and skills to improve the quality of the work environment and try and set up strong remote team culture aided by the right infrastructure to make work truly seamless and boundaryless.

Top Skills Employers Should Look Out For (Regardless of Role…)

(1) Tech-savvy

Businesses will be even more reliant on technology in the future, especially as certain organizations plan to have their employees working from home until the end of the year, or even into 2021 (and beyond). Over the course of the next few months and probably even for most of 2021, businesses will be even more reliant on technology, as organizations plan to have their employees work remotely. The best way to prepare for a post-pandemic world is to acquire technology skills.

COVID-19 has already fast-tracked digital transformation in organizations worldwide to become more resilient to future disruptions to business continuity. The 2020 pandemic has also set the stage for the Fourth Industrial Revolution.

Adoption of new technologies like artificial intelligence (AI), machine learning (ML), big data, Internet of Things (IoT), etc will serve to improve the resilience of the business. With the adoption of these technologies will come the demand for talent (from people working on the actual tech to people working in other departments like accounting, HR) to work with these advancements capably and effectively.

(2) Soft skills

Success in business and every day at the workplace hinges a lot on how well the team works together. And, turns out, working remotely is not the same as joining co-workers in the office. Though the best technology is available (from video conferencing and messaging through to project management) and it’s relatively easy to master, the way we work as teams has changed and will continue to change.

What’s required for success? Excellent, sound communication with new, requisite soft skills forms the bedrock. Apart from the domain-specific skills needed for the business to function, the pandemic has thrown into sharp relief the need for soft skills like communication, flexibility, self-motivation, and time management to be able for the employees to work well in tandem with others when everyone is not in the same space. These skills are especially important when it is not possible to meet fellow co-workers and clients face-to-face. Soft skills will serve to differentiate the top talent and showcase the inherent ability to work well in a remote setup.

(3) Learning mindset

35% of the skills deemed essential today will change. The only way to remain relevant and competitive in future is to invest in skilling and upskilling your workforce. Not only do the skilled employees bring additional value to the table, contributing to the growth and development of your company, it also serves to have an effect on employee engagement and retention for an organization.

There is going to be a definite race to grab the business in the post-pandemic environment where digital expertise will give the company a definite edge. By making re-skilling and upskilling the top priority, companies can avert or reduce redundancies and lay-offs in the future and protect business interests. This will help companies create a leaner and more agile team that will be able to perform multiple functions.

Reskilling and upskilling has attained new importance, particularly for start-ups & SMEs in this new economy. They will take longer to recuperate from the present crisis, so their experiments with different formats of virtual learning will continue as they seek to upskill and reskill their employees to fill up the gaps that are brought on by innovations in technology.


The pandemic will be introducing some great new opportunities and to adopt and embrace new technologies and digital skills is going to be the key to surviving and thriving in the future. Companies should optimize existing opportunities through planned growth strategies, investments and digital transformations.

The world is definitely going to witness a need for a stronger workforce with advanced skillset. The companies that will proactively invest in digital transformation and skilling of its current and prospective employees to benefit from this window of opportunity will unlock the best opportunities from this period.
It has become abundantly clear that possessing and investing in digital skills is the need of the hour. An agile workforce with the right technical skills and digital knowledge is going to help companies to stay relevant as they navigate the new world of work.

Are you hiring? Shortlist can help, we offer a wide range of recruitment solutions that help companies build great, diverse teams.

Need help building a team with digital talent? We can help

Contact Shortlist Here

remote onboarding

Remote Onboarding 101: How to Welcome Employees Remotely

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Building a team requires effort, careful planning, and consideration. Hiring is only one half of the equation, the other half involves onboarding new employees properly to increase their likelihood of staying on with your company and setting them up for success in their new role.

Onboarding plays a critical role in a new hire’s success and happiness. Companies with effective onboarding practices are 2.5x more likely to achieve revenue growth and 1.9x more likely to achieve profit margin as compared to companies with poor onboarding practices. Effective onboarding is also known to improve retention. Employees are 2x more likely to seek out another job if they have a bad onboarding experience. So investing in a sound onboarding plan for new hires will go a long way in saving companies time and resources involved in filling positions.

Given the current pandemic, where most companies have gone remote, and for companies still hiring, traditional in-person onboarding programs are not possible. Even before the pandemic began, the number of people working remotely went up by 159% over the last 15 years. While it may not be ideal, welcoming your employees remotely is an important part of onboarding them into your team and culture.

So how can you effectively onboard remotely and set up your new hires for success in their new role? We got you covered.


Pre-boarding is when you engage with your new hires from the time they accept your job offer to the time they actually join your company and start working. It has become increasingly important in a competitive world to engage with your candidates especially when the dropoff rates of new hires is high. 33% of employees say they knew whether they would stay with their company long term after their first week. Pre-boarding can boost speed, confidence, and competence, helping your new hires to get ahead.

Start communicating with your new hire a week or two before they are due to join, share a plan with them as to how their first few days, weeks, and months will look like (depending on the duration of your onboarding program). This will help them prepare themselves mentally as to what to expect once they join in. Share details of the HR manager or some other point of contact they can be in touch with, in case they have any questions.

To give them an insight into your business, culture, and vision, share some company literature with them. Start immersing them in details about your organization, team, and work to help them understand what you stand for.

This is important for any onboarding program, and especially for remote onboarding. You can communicate this digitally and set up a phone or video chat with your new employee to pre-board them.

Set up systems, introduce the company’s communication channels

With remote onboarding, a new hire steps into your company’s communication channels, rather than your office. It is important to make sure that it is easy for the new hire to navigate and connect with the rest of the team, especially since they won’t be sharing physical office space with their new team.

New hires report a lack of technological support as a challenge in their onboarding. Eliminate any troubles by working with your IT team to make sure a proper laptop along with the requisite instructions, websites, accounts for logging in your company channel are shared with your new hire. This goes a long way in easing the new hire into using your systems easily and connecting with the rest of the team members.

You can also send your new hire a swag package (t-shirt, water bottle, laptop stickers, or a personalized short note from the manager or the team) before they start to get them excited about the new role and to show you are looking forward to welcoming them on your team.

Introducing your new hire to the team

Give your team a heads-up about the new hire and how their role fits into the larger team. Get a short bio from your new hire before they start working, and on their first day share it with your entire team as a way to introduce them.

Encourage and remind your team to make the first move and introduce themselves to the new hire. Their first few days might be awkward if they don’t know how to introduce themselves, who they’re working with, and what the expected communication norms are. You can help by setting up time to introduce your new hire to the team, and asking your team to be welcoming to the new hire.

Try to replicate the welcome activities you would do in-person. For example, if you typically take new employees to lunch on the first day, invite your team to do a “virtual lunch” with your new hire to facilitate introductions and team bonding.

Pair up with a virtual buddy

Assign a virtual buddy to your new hire. It does not have to be the direct manager; it can be anyone on the team.

A virtual buddy acts as a point of contact for the remote hire, for any questions, concerns on working, and navigating their way around the new company. The buddy can also answer any questions regarding the culture of the company, things which are often learned by observing one’s colleagues and workplace interactions, something not possible for a remote hire.

Extending responsibilities

By now your new hire has an idea about the way the organization works, has some cues and insights into your culture, thanks to their virtual buddy. It is time to help them understand their responsibilities at work.

Provide them with a clear context of the project(s) they will be working on, set expectations at the onset of the project on what the deliverables will be, and what will the performance be evaluated against.

Set up points of communication and regular check-ins so that the new hire can be in touch in case they need any help from the manager or any other teammate to work on their project.

Check-in regularly

The first few months are critical for a new hire, especially a remote hire, whom you can’t connect with as frequently as someone who sits with you in office and can go out for a casual coffee or drop by their desk and chitchat for a while.

21% of remote workers report loneliness as a major challenge, to alleviate that, set up regular check-ins with the manager and other teammates, so that the new hire does not feel isolated, alone, and feels included.

Build a rapport

Don’t always check-in about work. Try to get to know them outside of work – try to understand what their hobbies or interests are, how they have been coping with the pandemic, and what they’re excited about in this new role.

It is important to understand how the new hire is managing throughout the remote onboarding program (whether it’s helpful or overwhelming, or if they need any additional resources). Once they have started working, check in to see how they are settling in their new role, if they are encountering any problems and that they have support to excel and grow in their work.

All of these professional check ins are easier if you have built rapport and have a good personal relationship to build off of.

Ask for feedback

Feedback is important for the success and improvement of your remote onboarding plan. Since you are remote, you will have fewer opportunities for informal feedback that you might be used to getting during in-person onboarding. So, seek feedback from your new hire during the course of the onboarding program and also after the onboarding is finished. You can seek feedback formally (through a form or survey) or informally (via text, WhatsApp, Slack, or a quick phone or video chat).

Remote onboarding is still new for most companies, so getting feedback will not only help you onboard the individual employees, but it will also help you improve your processes and program going forward.

Remember your remote onboarding program is not set in stone and you should keep on revisiting it frequently to make sure the processes are up-to-date and relevant and the feedback has been factored in.

What is the impact of a strong onboarding process?

  • Effective onboarding can increase employee performance by up to 11% and discretionary effort by more than 20%
  • Employees are 58% more likely to be at the company three years later if they complete a structured onboarding process

As you conduct remote onboarding, let us know how it goes. We would love to hear about what’s working for you and if you would like any help or advice, our team of experts are available to help out.


Are you hiring? Shortlist can help, we offer a wide range of recruitment solutions that help companies build great, diverse teams.

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Why LGBTQIA inclusion matters

Here’s why companies should care about LGBTQIA inclusion

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Given that it’s June, an annual celebration of Pride, we have seen the social space abuzz with conversations around LGBTQIA equality, inclusion, and policies. We’ve also seen rainbow logos. We’ve also seen some policies changing and some companies leaning into inclusivity. During Pride, we’re reminded that as employers, it is our responsibility to make our workplaces inclusive, accepting, and welcoming.

As Pride month comes to a close, we are asking an important question: what happens during the next 11 months of the year? As we put our rainbow flags away, and change our logos back to their regular colors, what we do next is what will make the longest lasting impact.

First, let’s look at why it’s important to care about LGBTQIA inclusion all year, not just during Pride.

The numbers show that LGBTQIA employees don’t have an easy time at work. 19% of LGBT workers have experienced verbal bullying from their colleagues and customers. 13% of LGBT workers do not feel confident reporting homophobic bullying in their workplace. 42% of trans people who are not living permanently in their preferred gender role say that they are prevented from doing so because they feel it will threaten their employment status.

Over the years, the situation has improved for the LGBTQIA staff in some key ways.

  • 91% of Fortune 500 companies have introduced non-discrimination policies based on sexual orientation.
  • 67% have voluntarily extended health and insurance benefits to all LGBTQIA families.

Despite coming a long way in the last few decades, there’s still a lot of work to be done to create a psychologically safe, inclusive, and accepting work environment for LGBTQIA employees.

Zooming out, let’s take a look at the economics of inclusivity.

Do you know how much the US economy would add per year if American companies improved their ability to retain LGBTQIA staff with inclusive policies? If you guessed $9 billion, you’re right.

According to the World Bank, how much would India add to its economic output if it addressed discrimination against LGBTQIA people? Did you guess $32 billion? Correct.

Last one, and then we’ll move on. What’s the aggregate spending power of this LGBTQIA consumer base ? Does your answer include “Trillion”? If not, guess again. The spending power of the LGBTQIA consumer base was estimated to be US$3.6 trillion per annum in 2018. Trillion, with a “T.”

Changes to policies, practices and workplaces add up to billions and trillions of dollars of impact, not to mention making your employees feel like whole people when they come to work.

In fact, the impact of inclusion is so broad that almost every measure of a company’s success improves with inclusivity: client perception, retention, talent pool, brand recognition, market share, legal costs, etc. Below, we’ve compiled more information on each of these, as there’s a wealth of data to show that inclusivity is good for business.

With the world becoming more accepting and understanding of the LGBTQIA community, companies are expected to be more inclusive and create a safe, tolerant environment where your LGBTQIA staff can be themselves and thrive at work.

So, what can companies do to be more inclusive?  Where do you start?

Commit to do the work.

Being an LGBTQIA-inclusive employer is not an overnight process; it takes time and consistent commitment.

Here a few things you could start with as you begin your journey towards inclusion:

Think and act ‘glocally’

It is an employer’s responsibility towards their staff to look after their welfare, be fair and accepting to all. Look at the policies and actions taken globally by employers. Find out what would work best in your local context considering the laws to make the workplace more inclusive and adopt the best practices.

 Assess your policies

Take stock of your current workplace policies and see if they are conducive to people being open and receptive to others. Check with your LGBTQIA staff if they feel safe, disclosing their sexual identity at work, and are not being bullied. Put measures in place to make sure your work environment is safe for your employees and continually review them to make them better.

Visible LGBTQIA role models

Have visible role models in your organization; they send a powerful message that you walk the talk when it comes to inclusion in your own staff. These role models serve as allies who also educate the workforce on the differences and how to behave with people different than themselves.

Don’t just do one thing, and don’t stop.

Individually, start with any or all of the strategies mentioned. As a company, look at your policies and commit to change the ones that are not inclusive based on sexuality and gender. Have networking events, trainings to address the bias and discrimination and struggles faced by the LGBTQIA community all year long. There are many resources out there (a google search for “LGBTQIA company resources” returns dozens of them), and you can also take a look at these free trainings by LinkedIn for your staff to foster more inclusivity and belonging in your workplace.

Companies who do the work all year round will be the harbinger of powerful societal change, reap the benefits of inclusion, enjoy a positive perception of the market, and enjoy brand loyalty from one of the most loyal customers.


The detailed case for how inclusion is good for business. Here’s are some reasons why:

Positive client perception

Diverse, inclusive companies enjoy an enhanced public image. Clients are keen to partner with companies that are non-discriminatory and inclusive. Millennials who are touted to be 75% of the global workforce by 2025 and form a chunk of consumers are inclined towards companies who are more embracing of their LGBTQIA staff, making them employers and brands of choice.

Reduced legal costs

Companies that care about the inclusion of their LGBTQIA staff observe a drop in their legal costs as the discrimination suits against employers reduce. It also translates in lower health insurance spends on employees as employees’ health improves working in a good environment, reducing stress.

Higher retention

LGBTQIA employees who feel comfortable being out with their colleagues, tend to stay on longer with the company compared to those who feel stifled by the office environment. This reduces hiring and training costs associated with hiring and onboarding new employees. Employee engagement is also said to suffer by 30% when work environments are now accepting of the LGBTQIA staff.

Bigger talent pool

Companies who embrace diversity, especially with LGBTQIA staff, open themselves to the large, talent-rich demographic, increasing their competitive advantage. The diverse team is more innovative and happier.

Brand loyalty

LGBTQIA people tend to be loyal customers. 87% would switch the brand, which is known for providing equal workplace benefits. 23% of LGBTQIA consumers already switched to companies who were more supportive of their cause disregarding the cost and convenience of using the brand.

Higher market share

There has been a sharp increase in the number of same-sex households over the past years along with the increase in their buying power. Inclusive companies will get a share of this pie if they work on being more open and receiving of their staff.

Lastly and most importantly, a diverse and inclusive workplace fosters creativity, leads to innovation, and brings a multitude of ideas thanks to their staff.


Are you hiring and wondering how to make sure your team is diverse and inclusive? Shortlist can help, we offer a wide range of recruitment solutions that help companies build great, diverse teams.

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