The Business Case for
Diversity, Equity & Inclusion Hiring
Data-driven insights on why diverse workforces outperform – and how Find Your People's built-in bias interrupts mechanism works to transform outcomes.
Employers Are Under Pressure - Key DEI & Procurement Metrics
Gender Pay Gap (%) - The primary WGEA public disclosure metric.
Social Procurement Spend (%) - Percentage of total contractor spend allocated to social enterprises/First Nations businesses. Directly satisfies SPF and government tender mandates.
Promotion Velocity by Cohort - Time taken for diverse cohorts to move from initial hire to promotion. Proves you are retaining and developing talent, not just hitting quota.
First Nations Hiring Rate - Tracked against specific tender-mandated participation targets, e.g. 5% of total labor hours.
Hiring Funnel Leakage Rate - Ratio of diverse candidates from pipeline to offer. Identifies specifically where bias occurs in the selection process.
Supply Chain Diversity Audit Score - Using agency partner ratings to ensure your recruitment supply chain is as ethical as your internal workforce.
Time-to-Hire by Demographic - A speed metric that helps identify if you are unintentionally slowing down the hiring of specific groups.
Workforce Representation vs. Local Catchment - Comparing your site workforce demographics against the population stats of the local LGA. Essential for 'Local Content' tender compliance.
Site Safety/Incident Rate by Crew Diversity - The metric that links your inclusion programs directly to site safety performance.
Gender Diversity Hiring Plan - A structured hiring plan with gender diversity targets is itself a measurable compliance metric under WGEA reporting requirements.
Gender Pay Gap in Construction - half of all construction employers have a total remuneration gender pay gap above 25.8%, against a 9.1% midpoint across all private sector employers.
Source: WGEAAgency Placement Gap - Recruiters meet ~400 candidates yearly, yet fewer than 5% secure placements under current float-based models.
Source: Industry DataThe Benefits of Diverse Teams - What the Data Says
Research consistently shows diverse teams outperform - and for blue-collar employers, the impact is tangible in safety, retention, and project delivery.
Top-quartile diversity companies more likely to have above-average profitability.
McKinsey – Diversity WinsHigher innovation and financial returns from above-average diversity.
McKinsey & BCGReduced turnover improves project continuity and lowers replacement costs.
Broader hiring pools reduce shutdown delays caused by labour shortages.
Diverse crews improve safety reporting and compliance behaviours.
Multiple safety culture studies support the link between diversity and incident reduction.
3 Ways We Help Meet DEI Recruitment Outcomes
Find Your People directly addresses each pressure area with built-in tools agencies simply cannot provide:
Blind Screening Removes Bias
We remove bias triggers in sourcing focusing on skills first. De-identified candidate listings drive more diverse workforces and inclusive hiring outcomes from the screening stages.
Agents Tagged by Diversity
Agents with 20%+ representation of specific demographics receive diversity badges, making it easy to direct spend toward social procurement targets.
Diversity Data on Placements
Track diversity data across your contract placements - something agencies cannot do independently. Download reports for WGEA, tender submissions, and ESG reporting.