During the Great Resignation, it's crucial to expand your search for talent, advises recruitment firm's CEO.

• Steve Ingham, CEO of PageGroup, told CNBC that the current "war for talent" and difficulty filling jobs presents an opportunity for companies to broaden their hiring practices and value the diversity of their workforce.
• In the aftermath of the Covid pandemic, employers may be evaluated based on their diversity and inclusivity strategies, particularly in regards to disability, according to Ingham.

The CEO of recruitment firm PageGroup has stated that the current "war for talent" and difficulty filling jobs presents an opportunity for companies to broaden their hiring practices and value the diversity, including disability, in their workforce.

Since 2006, Steve Ingham has been the CEO of the company and has now joined Steve Rowe, CEO of Marks & Spencer, and Steve Murrells, group CEO of the Co-operative Group, in a movement to prioritize diversity and inclusion in corporate decision-making.

The three Steves and Leila McKenzie-Delis, CEO of Dial Global, aim to motivate over 100 CEOs to sign the "CEO Activist & Advancing Diversity Pledge" to drive change in their own companies.

In 2019, a skiing accident left Ingham paralyzed from the waist down.

In the March episode of "Equity and Opportunity," he stated on CNBC that he believes many companies are striving for greater diversity.

The current job market is highly competitive, making it challenging to fill positions. However, this situation benefits us as it allows us to attract and hire top talent, pushing the boundaries of our hiring decisions.

"Most companies typically adhere to traditional hiring methods, which often involve using the same old job boards and recruiting individuals who resemble each other. However, companies are beginning to recognize that this approach is not sustainable and that embracing diversity is the way forward."

Collective action

The diversity pledge emphasizes four key areas: establishing clear steps for creating diverse leadership teams, measuring progress annually against 10 diversity and inclusion metrics, implementing strategic accountable diversity plans, and having CEOs publicly share their plans and experiences.

CNBC reported that Ingham stated that leaders are the driving force behind change and that "peer pressure is a potent motivator."

He emphasized the significance of collective action, stating that "with the combined efforts of 100 CEOs and their employees, a substantial number of individuals are being addressed."

Employers may be judged on their corporate strategies for diversity and inclusivity, including disability, as signs of the "Great Resignation" emerge amid the Covid pandemic.

To be more innovative and creative, it's important to have a diverse group of people in the boardroom. Including individuals with disabilities can bring unique perspectives and ideas to the table.

Personal experience

In four months after his accident, Ingham returned to his office at PageGroup.

Not everyone thought his return to work would be an easy task.

Ingham stated that he spoke with an ex-colleague who inquired about his plans after leaving the hospital. He replied, "Well, I'm planning on attending my daughter's wedding, going to the Rugby World Cup in Japan since I haven't missed one in a while, and returning to work."

"He replied, "You can't do that?" I questioned, "Why not?" He responded, "Because you're in a wheelchair." I realized, "That's outdated thinking. It's absurd to believe that leaders today should think like that. Our offices are accessible, most large companies have completely accessible spaces.""

'Be honest, be real'

In order to change the mindset of CEOs and leaders who are hesitant to disclose their disabilities, Ingham emphasized the importance of honesty.

Leaders cannot be authentic if they conceal a significant disability, so it's essential to be courageous, he stated.

"I believe we are judged based on our performance, not our physical abilities. We should not be prejudiced against today, and I don't think people would be. To be successful, I suggest being open, authentic, honest, and real."

In addition to the CEO Activist & Moving the Dial on Diversity Pledge, other organizations such as LexisNexis, Rugby League World Cup, Superdrug, and Unilever have also joined the initiative.

Ingham said he was committed to supporting efforts to create equity.

He stated that he would devote more time to enhancing diversity overall, but specifically, he desired to see equity, particularly in the realm of disability, improve. Equal pay should be provided for those performing the same jobs, and there should be an equal balance.

"If my daughter, son, friend, or anyone else experienced a silly accident, horrible virus, or illness that made them disabled, I would hope they wouldn't be forgotten and would receive the same opportunities as I had throughout my career."