In our pursuit of dynamic teams and fair workplaces, we confidently espouse the importance of equality, diversity, inclusion, and accessibility in our talent acquisition and management practices and believe that we are giving every individual an equal opportunity, irrespective of their background, gender, ethnicity,  or unique abilities. 

However, the reality is stark: for too many of our candidates and employees, equality, diversity, inclusion, and accessibility seem like mere buzzwords plastered across corporate slogans rather than their tangible lived experiences of an organisation’s talent acquisition and management practices. 

This is because diverse talent faces structural barriers to accessing and progressing in the workplace that includes a continued adherence to traditional competency-based  approaches that primarily focus on past experience, perpetuate systemic biases, and hinder progress toward a truly equitable, diverse and included workforce. 

If we really want a fairer, more diverse, and inclusive future, organisations must adopt a skills-based approach across all aspects of talent acquisition and development.  We need to move away from narrow competency frameworks and move towards a more holistic evaluation of every individuals' abilities, experiences, and potential. 

Let's delve into why embracing a skills-based approach is not just a progressive move but a necessary one in today's dynamic and interconnected world: 

1. Overcoming Systemic Biases

Competency-based approaches often heavily rely on an individual’s past experiences, credentials, and their mastery of the 'STAR' method, perpetuating systemic biases that  favour candidates and employees from privileged backgrounds. A skills-based approach, on the other hand, levels playing fields by prioritising an individual’s demonstrated abilities and potential over their privilege.

2. Empowering Diversity and Inclusion 

Diversity and inclusion are not merely buzzwords; they are essential pillars of a thriving and innovative workplace. By embracing a skills-based approach, organisations can actively seek out, engage and promote talent from diverse backgrounds, and with different life experiences and perspectives, enriching their teams, improving retention, and fostering a culture of creativity and collaboration.

3. Enhancing Accessibility

For candidates and employees from marginalised or underrepresented communities, accessing opportunities including development and promotion, can be fraught with barriers.  A skills-based approach across talent acquisition and management practices breaks down these barriers by focusing on what an individual can do rather than where they come from or what they've done in the past. Skills based approaches empower individuals to showcase their talents and contribute meaningfully to the workforce.

4. Cultivating Talent and Potential

Skills are not static; they evolve over time through learning, practice, and experience. A skills-based approach recognises and nurtures the potential for growth and development in candidates and employees, providing opportunities for upskilling, reskilling, and professional advancement regardless of their background or prior experience. 

5. Driving Innovation and Adaptability