Regarding recruitment, employers increasingly recognize the importance of diversity, equity, and inclusion. By casting a wider net and welcoming candidates from all walks of life, companies can boost their public image and tap into new talent pools. Moreover, research has shown that diverse teams are more innovative and better able to solve complex problems and smarter. Therefore, diversity, equity, and inclusivity are essential concepts that businesses should be aware of.
However, when hiring new employees, ensuring that your company is doing everything possible to create a diverse and inclusive environment is essential. By following these tips, you can ensure that your company is taking the necessary steps to attract a more diverse pool of applicants.
What is Diversity Recruitment?
Diversity recruiting is the process of sourcing and hiring employees from underrepresented groups. This can include women, people of color, LGBTQIA+ individuals, disabled people, and more.
The goal of diversity recruiting is to create a workforce that is reflective of the population at large. By doing so, companies can create an inclusive environment where all employees feel valued and respected.
Diversity recruiting is not only the right thing to do, but it also makes good business sense. Studies have shown that companies with a diverse workforce are more successful than those that don’t.
The Benefits of Diversity Recruiting
There are many benefits of diversity recruiting, including:
- Improved company culture
- Enhanced innovation
- Improved problem-solving
- Boosted employee morale
- Increased customer satisfaction
10 Strategies for Diversity Equity and Inclusivity Recruitment
Here are ten strategies that your company can use to improve its diversity, equity, and inclusivity recruitment tactics;
1. Diversify Your Job Postings
This is one of the essential strategies for diversifying recruitment. By targeting underrepresented groups in your job postings, you can attract a more diverse pool of applicants.
There are a few ways to do this;
Include language welcoming to all genders, races, and sexual orientations. For example, avoid using gendered pronouns such as “he/she” or “his/hers.”
Use inclusive language such as “team player,” “hard worker,” and “enthusiastic learner.”
Include a diversity statement on your website and in your job postings. This will show candidates that your company is committed to creating a diverse and inclusive workplace.
2. Review Your Application Process
Your application process should be welcoming to all types of applicants. This includes people with different educational backgrounds, work experiences, and skill sets.
Here are a few ways to make your application process more inclusive;
Allow candidates to submit their applications in multiple formats, such as video, audio, or text.
Give candidates the option to complete their applications in multiple languages.
Make sure your application forms are accessible to people with disabilities. This includes using clear and straightforward language, avoiding jargon, and providing alternative formats such as large print or Braille.
3. Expand Your Recruitment Sources
Don’t limit yourself to the same old places when sourcing candidates for open positions. Instead, look for talent in new and underrepresented areas. This can include job fairs, online communities, and professional networks focusing on diversity.
Some companies also partner with universities that have a strong focus on diversity. So again, this is a great way to find talented candidates who might not be actively looking for a new job.
4. Provide Unconscious Bias Training
Unconscious bias is a type of bias that we all have. It results from our brain’s making assumptions based on past experiences and beliefs. This can lead to discrimination in the workplace, even if we don’t realize it.
That’s why providing unconscious bias training for your employees is essential. This training can help employees become aware of their biases and learn how to avoid discriminating against others.
There are a few ways to provide unconscious bias training;
- In-person workshops
- Online courses
- Webinars
- Lunch-and-learns
- Create an Employee Resource Group
Employee resource groups (ERGs) are voluntary, employee-led groups that focus on a particular diversity issue. They’re a great way to create an inclusive environment and foster respect for all employees.
Some examples of ERGs include;
- Women’s groups
- Groups for people of color
- LGBTQIA+ groups
- Groups for people with disabilities
- Encourage Employee Referrals
Employee referrals are one of the most effective ways to find qualified candidates. They’re a great way to diversify your workforce. Employees are more likely to refer people who are like them.
Encourage your employees to refer candidates from underrepresented groups by offering incentives such as bonus points, gift cards, or extra vacation days.
5. Use Blind Hiring Methods
Blind hiring is a type of recruitment where the candidate’s name, gender, race, and other personal information are hidden from the hiring manager. This helps to reduce unconscious bias during the hiring process.
There are a few ways to do blind hiring;
- Remove names and personal information from resumes before they’re reviewed.
- Use an online tool to assign candidate ID numbers randomly.
- Conduct initial interviews via video call so you can’t see the candidate’s physical appearance.
6. Candidate Question
Asking every candidate the same questions helps to level the playing field and ensure everyone is evaluated relatively. This also allows you to compare candidates more efficiently.
When creating your list of questions, avoid using ones that could reveal a person’s protected status, such as age, race, or gender. Instead, focus on questions that will help you assess a candidate’s qualifications and skills.
7. Diversify the Hiring Committee
The hiring committee is responsible for reviewing candidates and making hiring decisions. Therefore, it’s essential to have a diverse group of people on the committee so that all voices are heard and every candidate is given a fair chance.
Try to mix people from different backgrounds, genders, and experience levels. This will help to ensure that all candidates are given a fair evaluation.
8. Create Diversity-Friendly Company Policies
One of the best ways to create a more diverse and inclusive workplace is to have policies supporting it. This can include things like;
- A flexible work schedule
- Parental leave
- Transgender-inclusive health insurance
These are just a few examples of diversity-friendly policies. By having these policies in place, you’re sending a message that you value diversity, equity, and inclusion.
If you’re unsure where to start, talk to your HR department or an employment lawyer. They can help you create policies that are compliant with the law and support your company’s commitment to diversity.
9. Provide Inclusive Benefits
When designing employee benefits, it’s essential to consider all employees’ needs. This includes things like;
- Health insurance
- Retirement plans
- Paid time off
- Employee assistance programs
These are just a few examples of benefits that can be inclusive. By offering benefits that meet the needs of all employees, you’re sending a message that you value them and their well-being.
10. Implement an Equal Employment Opportunity Policy
An equal employment opportunity policy is a set of guidelines that employers must follow to ensure that all employees are treated fairly. This includes things like;
- Prohibiting discrimination
- Providing reasonable accommodation
- Preventing retaliation.
These are just a few examples of what an equal employment opportunity policy should include. In addition, this policy sends a message that you’re committed to diversity, equity, and inclusion.
Conclusion
Creating a diverse and inclusive workplace requires more than just issuing a statement or checking boxes on a form. It starts with a fundamental belief that everyone should be treated with respect and given an equal opportunity to succeed.
From there, it’s essential to actively reach out to underrepresented groups, create an inclusive environment, and ensure everyone feels welcome and valued.
