There has been researching about the power of diversity in the workplace but, many companies still lack diversity. It helps the organization by elevating company knowledge and creating a welcoming environment where people can communicate and grow together.
The problem with diversity is that many companies do not think about it in a nuanced way. They may hire a few diverse employees, but they do not support employees like they should or support diversity initiatives.
Most recruiters and managers would agree that a diverse team helps companies be more innovative, creative and achieve better results.
It makes sense that having different perspectives and backgrounds on your team will contribute to newer and more diverse ideas to help solve problems and drive innovation.
But the topic of diversity goes beyond just business results and performance. Diversity is a noble cause for any company. Building teams from qualified candidates regardless of their gender, background, race, religion, sexual orientation is long overdue and a step towards true equality in the workplace.
What is diversity recruiting & why is it key to success?
Diversity recruiting means being more thoughtful in granting everyone equal access to employment opportunities and opening your doors to a wide range of talent that may be just the very thing you need to succeed in today’s volatile business climate.
Diversity hiring is based on merit with special care taken to ensure procedures have reduced biases related to a candidate’s age, race, gender, religion, sexual orientation, and other personal characteristics that are unrelated to their job performance.
Few ways to attract and hire diverse candidates
1. Recruit from diverse talent pools:
To hire diverse candidates, you need to consider widening your talent pool. Have you tried proactively sourcing and adding veterans, autistic people, ex-offenders, LGBTIQ people, people over 40, people with disabilities, etc., to your talent pool.
2. Eliminate Bias from Interviews:
Once you’ve shortlisted a diverse selection of candidates, the next task is to invite them to interview.
It is good to consider the interview panel. Is this representative of your business a good split of men and women to encourage diversity? Keep in mind that candidates want to see like-minded people.
Also, while recruiters are growing more conscious of unconscious bias in the process, there are steps you can take to improve this. Firstly, ensure the panel agrees on selection criteria upfront and consistency with questions so that all candidates are treated fairly.
3. Inclusively design the application process:
Think about how easy you can make it for a diverse range of job applicants to apply for roles.
In the recruitment, check that the messages and instructions displayed throughout the application process are friendly and not overly formal. Design the application process in a simple way that does not confuse or frustrate applicants.
Do not forget the basics, either. Your organization’s commitment to equal opportunities is something that matters to diverse applicants – does your equality and diversity policy stand out the way it should?
4. Encourage your diverse employees to refer their connections:
Members of your team will likely have networks of people with similar backgrounds to them. Creating a diverse candidate referral program is a great way to boost your diversity recruitment and showcase that your company values different backgrounds and ideas.
If you are looking to hire a specific group of people, reach out to the employees already on your team who are part of that demographic. Encourage them to share your job ads with their networks and give them the tools they need to promote the company for you. Your employees and candidates will both feel that your company values their opinions and presence, which is fantastic for overall team morale and engagement.
5. Create An Interview Process That Does not Waver:
The interview process can be one of the hardest parts of recruiting process. We often find ourselves reliant on our gut feelings, when we should look at the candidates in front of us. What are they capable of and how do they fit in with our company culture?
To interview the right way, we have to be consistent. Consistency means that every candidate gets asked the same questions. You can not easily compare candidates if you do not have the same information about all of your candidates, can you?
6. Better match interviewers to candidates:
Research shows that there is reduced bias when the diversity of a job interviewer is matched to the candidate. The 2020 Inclusion Index by Diversity Best Practices revealed that of the 98 organizations surveyed (a list that includes Johnson & Johnson, Accenture, New York Life, and more), 75% require the panel of interviewers to be diverse.
Use people analytics to monitor how matching the gender or ethnicity. Are more, less, or the same number of diverse candidates moving through the funnel? Make adjustments as necessary.
7. Evaluate your diversity hiring metrics:
Go back to the diversity hiring metric goal you decided on in Step 2. Did you hit your goal? Which strategies were effective and which ones were not? If you were successful at hitting your diversity hiring goal, rinse and repeat. If not, evaluate which strategies were effective and which ones not and re-iterate your process.
To increase your diversity hiring, take the following steps:
- Conduct a diversity hiring audit on your current hiring process.
- Pick one metric to improve your diversity hiring.
- Increase your diversity hiring in your candidate sourcing.
- Increase your diversity hiring in your candidate screening.
- Increase your diversity hiring in your candidate shortlisting.
- Evaluate your diversity hiring metrics.
Remember to collect data before and after any diversity hiring initiative to assess the success of your strategies and re-iterate what is not working.