September 09, 2019 9:54 AM

How to Incorporate Diversity & Inclusion into Your Recruitment Strategies

Diversity and inclusion are hot topics in the world of recruitment right now and not just because of our moral obligation to offer equal opportunities for all. As we have discussed before, diversity is extremely important for numerous reasons. It improves performance, fosters innovation, and promotes happiness in the workforce.

We think you’ll agree, that’s great news. But from a recruitment perspective, how do we ensure that we’re creating a truly diverse pool of potential candidates?

Here’s how you get started.

Learn about diversity and inclusion

The first, and perhaps the most important thing to do is to learn about diversity and inclusion in the workplace.

Educate your recruitment team on the value of a diverse workforce. Introduce them to the countless studies that offer verifiable statistics that prove this point. Statistics such as the fact that diverse executive boards generate 53% more return of equity (ROE) or that ethnic diversity leads to more accurate pricing decisions.

But don’t just teach your recruiters. Make sure that every member of the workforce is aware of these impressive findings and how they can have a huge impact on the success of the company.

Make it clear that while embracing diversity is absolutely a moral obligation, it’s also a step that makes good business sense.

Talk about unconscious bias

Now it’s time to talk to your recruitment team about unconscious bias. This is when a recruiter or employer allows their personal feelings to cloud their judgement. This could be related to the candidate’s age, where they studied, their gender, or even their financial background.

We talked before about tackling unconscious bias in the recruitment process, so we won’t go into too much detail on it here. Suffice to say that it’s a hugely important aspect of recruitment and one that you must discuss with your recruiters.

They may be the best team in the world, but it never hurts to remind your recruiters of their responsibility to offer each candidate an equal opportunity.

Create an inclusive culture

Did you know that 82% of professionals maintain that culture is a potential competitive advantage or that 66% of candidates want to know about a company’s culture?

With this in mind, you’ll want your potential candidates to see that your culture is inclusive.

A good step in the right direction is to create a rewarding and positive work culture where employees are given the credit and respect they deserve for a job well done.

Highlight the hard work that your employees undertake in the workplace and celebrate their achievements. Make it clear to your potential candidates that the company values the efforts of all of its employees regardless of their age, ethnicity, gender, or physical ability.

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Edit your copy and content

You may think they’re just words, but the language you use in everything from your job descriptions to your social media posts can have a profound effect on candidates from diverse backgrounds.  

What do we mean by that?

Well, how you phrase things may inadvertently alienate certain demographics. For example, if your content constantly refers to employees using male pronouns or only highlights the achievements of males, then it sends out a message to female candidates that this is a male-dominated workplace.

The language you use or the theme of your content can also affect your diversity goals in terms of cultural background, age, and physical ability. So be careful with your words and even your imagery in any company related content.

Remember that 59% of candidates use social media to research potential employers so pay particular attention to company posts on social platforms.

Use technology that helps you reach your diversity goals

No matter how hard you try to eliminate unconscious bias from your recruitment process, it can still have a detrimental effect on your efforts. Of course, this is through no fault of your team, after all, they’re trying their best to follow your diversity guidelines.

But this is where it can become troublesome. With that diversity goal at the back of their minds, your recruiters may find that they’re over-compensating for their perceived unconscious bias.

For this reason, building a truly diverse candidate pipeline may require outside help. There are, of course, many tools that your team can use to try to eliminate unconscious bias while there are others that can track your diversity targets and nudge your team in the right direction. However, there aren’t too many that can offer you the complete package in terms of diversity sourcing.

This is where vsource can enter the equation. We don’t shamelessly plug ourselves very often but in this case, we feel that our diversity sourcing solution merits a mention at the very least.

At vsource, we can optimize your candidate sourcing efforts to include your diversity goals. We can also give you insights into your talent pool giving you a clearer picture of how diverse your pool actually is. Even better though, is the blind-hiring options we offer which can completely eliminate that unconscious bias you’re so worried about. Of course, all of this is done in tandem with your own recruitment efforts. After all, we’re there to help your team, not replace it. 

 

If you’d like to learn more about why we feel this is such an important topic, take a look at our post Diversity and why it’s so Important in the Workplace.

Alternatively, you can delve a little deeper by checking out our insightful Diversity Guide which gives actionable tips on how to move forward with your diversity and inclusion initiatives. 

 

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