Employees expect to be treated like people with lives, not chained up workers. Post-pandemic, we’re seeing the emergence of a more human-centric employee value proposition. 

Traditionally, EVPs have been framed as selling a ‘deal’. And a deal can feel transactional. Without that human-centric focus, you’ll fail to emotionally connect with an audience seeking more from their workplace. 

These days, employees want the answer to more important things, like, ‘Am I going to be respected if I need to take time off to support my sick children?’ Which means it’s no longer strictly about the policy – it’s about the emotional benefit it provides. Individuals want to feel included, valued, and supported. 

Here’s how to make your EVP inclusive. 

#1 Focus on customisable benefits 

No employee is living the same life, walking the same work-life journey along your corridors. So, it’s time employers stop pretending that they are. Benefits should be less specific and more open for individuals to apply them in a way that best aligns with how they live and work. 

For example, at Immutable, working from home is a standard benefit. But to take this further, they offer a wellbeing allowance that employees can use to support their individual needs in managing this setup. That could be buying a walking pad to increase physical activity at desk or gym membership for the ones who love to decompress with sweat. 

You want to be offering inclusive benefits that ensure all your people feel supported. 

#2 Consider the whole brand experience 

Your EVP should be this living, breathing thing, reinforced at every stage in the candidate and employee journey. Unfortunately, it can often be treated as a once-off that’s only mentioned as part of the benefits package. 

The old way was to stick a token statement on the career site and in the job description – but the new way is to work with niched channels and experiences. 

Because if you want a human-centric EVP that creates maximum impact? It needs to be felt. 

Adopting a consumer marketing mindset here, explore how social media, CRM and employee experience technology could help bring your EVP to life where people are engaging with your brand. 

One way might be to amplify your brand messaging and sentiment during the candidate journey. 

Or, consider the way NSW Police use TikTok to ensure they’re going where their audience is, offering a more inclusive, human recruitment drive. 

Focus on how the elements of your EVP can be supported throughout the whole brand experience. 

#3 Look beyond your organisation’s walls 

When building your EVP, employee feedback is essential. After all, you want to be certain that what you present is a true reflection! But you also want to be mindful of creating a carbon copy of the people already working with you. 

If you’re trying to bring in new minds that think about things differently and provide a healthy challenge to the status quo, you’re going to need to look outside your cubicle walls. Understanding the candidate marketplace, their work and life experiences, expectations, and career motivators will be key to building an attractive and inclusive EVP. 

With talent shortages worldwide, employers are scrambling to attract (and secure) the right people. Building an inclusive, human-centric EVP that can emotionally connect at the individual level is your key to finding them. 



Want a read of the candidate market? 

Download our 2022 Candidate Motivators Report.