Diversity & Inclusion survey insights: what candidates really want

We recently surveyed a large group of registered candidates who have a professional services background in the public and not-for-profit sectors, to better understand how diversity and inclusion (D&I) is reflected in workplace benefits – and how much these benefits influence career decisions. 

The results highlight not only what today’s active job seekers expect but also how employers can use inclusive benefits to strengthen attraction and retention strategies. 

Awareness of inclusive benefits 

One of the first key findings is that 22% of candidates are unaware of the inclusive benefits available to them in their current workplace. This suggests a communication gap rather than a lack of provision. 

For employers, simply reminding colleagues on a regular basis of what’s already in place can make a big difference in engagement and retention. This could be as easy as letting staff know they can get a free flu jab as winter approaches, have access to a healthcare scheme and/or have access to inclusive spaces in the office. 

What candidates value most 

When asked which inclusive benefits are most important when looking for a new role, the top responses were: 

• Flexible hours, hybrid or homeworking (91%): Particularly important for those with caring responsibilities, single parents, or candidates balancing commitments outside of work. 
• Paid medical leave and support (45%): Covering time off and access to medical resources. 
• Mental wellbeing support (31%): Reflecting the increased awareness and demand for proactive mental health initiatives. 

Other benefits seen as strong attractors included:

• Life insurance (24%) 
• Critical illness cover (21%)
• Health & fitness initiatives (20%)
• Technical and assisted support (18%)
• Floating leave for cultural/religious holidays (6%)
• Menopause support/leave (6%)
• Financial wellbeing support (6%)
• Childcare/daycare (5%)
• Support for carers (4%)
• Inclusive spaces (3%)

While some of these require long-term planning, many are simple to implement and can make a significant impact on how inclusive a workplace feels. 

The role of flexibility 

Work-life balance remains a central theme for many candidates. Survey respondents highlighted that their preferred working patterns were: 

• Two days in the office (30%) 
• Fully remote (29%) 
• 1-3 days in the office (26% combined) 

It’s interesting to see that the option to work remotely on a full-time basis has dipped significantly since we last carried out a similar survey. However, only 5% of respondents wanted to be in the office five days a week, underlining how essential flexibility is to attraction and retention. 

The impact on recruitment

The survey results show how critical inclusive benefits have become in recruitment decisions: 

• 85% of candidates say inclusive benefits are ‘important’ or ‘essential’. 
• 25% would not apply for a role if benefits were not listed in the job advert. 
• 36% have withdrawn from a hiring process due to a lack of inclusive benefits.
• 55% expect inclusive benefits to be communicated clearly at the job advert stage.

Key takeaways for employers

We can see from the results of our survey that employers cannot assume their workforce or prospective hires are fully aware of the benefits already in place. Regularly communicating the availability of inclusive benefits – such as healthcare schemes (particularly if they can be transferred to immediate family) or flexible working policies – helps to increase engagement, improve retention and strengthen employer brand. 

It is also clear that inclusive benefits need to be highlighted during the hiring process. Candidates increasingly expect to see these listed on job adverts, with many saying they would either not apply or would withdraw from a process if they were not made aware of them. By positioning inclusive benefits upfront, employers can appeal to a wider candidate pool and reduce the risk of losing talent early. 

The results show that flexibility, wellbeing initiatives, and inclusivity measures are no longer considered ‘extras’ but are now viewed as essential. Employers should also recognise that some inclusive benefits, such as floating leave for cultural or religious holidays or the introduction of inclusive workplace spaces, can be relatively straightforward to introduce but still have a significant impact on how attractive and supportive a workplace feels.

Finally, even when a particular benefit may not directly apply to every individual, candidates often view these initiatives as a reflection of an employer’s values. They can make a workplace more appealing because they signal that the organisation is forward-thinking, progressive, and committed to building a truly inclusive environment.

Get in touch with Sellick Partnership 

If you would like to discuss how these insights could shape your attraction and retention strategy, or explore ways to highlight inclusive benefits more effectively in your recruitment process, our team would be happy to help.

Take a look at the Diversity & Inclusion section of our website or contact us for more.