Diversity in recruiting and in the workplace is extremely important. It’s a crucial part of building a more just and inclusive world. It’s not acceptable to only avoid discrimination; it’s necessary to have conscious policies in place that actively prioritize diversity and inclusion.
On top of being the ‘right thing to do,’ diversity in the workplace comes with perks. Diverse companies are 1.7 times more likely to be innovation leaders in their market segments, and companies with diverse management teams have 19% higher revenues. Diverse workplaces can improve companies’ ability to solve problems, and it helps to combat the company growing into an ‘echo-chamber.’
Now you may be aware of this, but what steps can your company actively take to do better?
Let’s start with the basics and define ‘diversity recruiting.’
Diversity recruiting is actively creating a team that reflects the general makeup of society around you. It’s taking into account that staff should include people of all backgrounds and experiences, all genders, socio-economic levels, race, religion, and sexual orientation. It also means removing any barriers that prevent all candidates from having equal opportunity.
What does this look like in action?
Let’s review a few strategies that can help fuel your company’s diversity and inclusion regarding recruiting and beyond.
Revisit Your Strategy
Examine how you are testing and screening candidates. Is the company steering the results towards any specific type of person? If you’re unsure, outsource or hire to come to concrete conclusions. It’s also worth looking at the language in your job advertisements. It’s often that these become outdated or that the language used is geared toward a specific demographic. How can you be more inclusive in your language? It’s worth noting that a large number of companies now outwardly state on all job ads that they are open and looking to hire people of diverse backgrounds and experiences. This makes it clear to all candidates that this is a priority. Lastly, always question the traits and qualities you are looking for. Do these stem from any bias?
Check Your Sources
How are candidates finding you? How are you finding candidates? You simply cannot rely on the same sources and expect different results. One way to ensure a diverse talent pool is to post job ads in a wide range of places. Where do diverse candidates hang out online? When you take the time to understand this and add it to your strategy, you will be able to attract more diverse candidates.
It’s often that young people entering the workforce get access to internships and jobs due to connections. This creates a barrier to finding/getting these positions. On top of this, if internships are unpaid or have very low pay, the positions disproportionately go to individuals with more privileged backgrounds.
To counter this, consider creating an internship program that proactively reaches out to diverse groups. Examine the barriers to entry that may be present at your company. Pay a livable wage so that all groups can make it work.
Establish Your Brand as Inclusive
Focus on diversity in areas wider than just HR. This leads to employee engagement, customer satisfaction, and revenue. Can you educate on diversity and offer seminars to the entire office?
After some time and dedication to really working towards a change, you will be able to establish your brand as inclusive and diverse. This will eventually lead to your company being seen as an open and welcome environment.
This is just an introduction to diversity in the workplace. There are many more strategies to consider implementing to create better environments for all and help build a better future. Most importantly, remember to consider conscious and unconscious bias and look at the barriers that may be present before a candidate even applies. Need helping with changing up your hiring and recruiting process? Get in touch!