In case you hadn’t noticed by now, Diversity and Inclusion are sort of a big deal in the world of recruitment and have been for some time. In fact, as far back as 2014, workplace diversity was seen as a key issue by 67% of candidates. Since then there have been countless studies proving the value of diversity and inclusion in terms of both productivity and workplace happiness.
So we’re all clear that D&I should be one of your top priorities, right?
With this in mind, here are six simple dos and don’ts to bear in mind when defining your D&I goals.
Do Survey employees
Asking employees for their input is always a good thing. It helps hiring managers gain an insight into how the workforce feels about current diversity and inclusion initiatives. Not only that, but it also gives the employees an opportunity to let the company know if there are particular demographics that are underrepresented.
This data will be some of the most important information that a recruiter or hiring manager can collect and will help define D&I goals for the future. With this in mind, it’s a good idea to include a section on workplace D&I in your annual employee engagement survey.
Do pay close attention to your employer brand
This means all social media postings, on-site content, emails, newsletters, and, of course, jobs listings. It’s hugely important to ensure that the language used in all company content and communications is inclusive.
Do measure and analyze
As with all recruitment practices, it’s important to measure and analyze your performance with regards to D&I goals. This will help you identify any gaps in your strategy such as fewer applicants from certain demographics and then fine-tune your processes accordingly.
But remember, it’s not enough to simply analyze final results. You need to dive deep and take a close look at performance levels at each and every stage of the recruitment funnel.
Don’t omit leadership roles from your D&I goals
Diversity and inclusion works at every level. Research has shown that companies with diverse management teams outperform their counterparts by 12.6% in terms or profit. So make sure that D&I initiatives are implemented at every level of the organization.
Don’t forget that D&I covers more than gender and culture
It’s easy to forget that it’s not just about gender and culture. D&I initiatives should include provisions for generational diversity, sexual orientation, physical ability, and education. That’s right, believe it or not, our subconscious biases can lead to discrimination based on where a candidate studied. And that brings us to our final tip...
Don’t ignore the potential for subconscious bias
Subconscious bias can have a significant impact on your attempts to create a diverse and inclusive workforce. There are nine main types of biases and several ways to deal with them before they cause an issue. However, the best approach is to implement a training program for any employee involved in the hiring process. This training should also be retaken at regular intervals just to keep it fresh in everyone’s minds.
If you’d like to know more about Diversity and Inclusion, register for our webinar
"Challenges with Post-Conventional Diversity in the New Hybrid World"
on August 12th at 9 am PDT ( 12pm EDT, 5pm BST/IST, 6pm CEST) presented by Joe Aburdene from vsource and with guest panelist Joanne Lockwood from SEE Change Happen and guest co-host Jim Berrisford from Rezoomo.