The term “diverse staffing” is not just a buzzword—it’s a strategic advantage companies actively pursue. But what does it mean to have diverse staffing, and why is it important? Walk through the concept with us as we delve into its benefits, challenges, practical steps, and examples for achieving a more diverse workforce.
What is Diverse Staffing?
Diverse staffing, or diverse workforce, is the practice of building a company culture with people from different backgrounds, experiences, and perspectives. It includes all aspects of identity like race, ethnicity, gender, age, sexual orientation, ability, education, socioeconomic status, etc. The goal of diverse staffing is to create an inclusive environment where everyone, regardless of their identity, feels valued, respected, and able to contribute to the organization.
Diverse staffing is not only hiring people who look different. It’s about fostering a culture where varied viewpoints are encouraged and valued. A true sense of belonging takes time and effort. Hiring diverse staff is the first step to achieving that kind of workplace.
Why is Diverse Staffing Important?
Reflecting the Marketplace
A diverse workforce is more likely to understand the needs of customers. For businesses looking to expand into a wider client and customer base, a diverse workforce will understand their pain points and desires. Having a staff that reflects that diversity means the company is better positioned to meet customer needs and respond to feedback.
Attracting and Retaining Talent
Employees want to work for companies that value diversity, equity, and inclusion. Businesses that prioritize it will attract top talent. Additionally, they are more likely to retain employees because they can show up as their authentic selves.
Improving Decision-Making
A study found that diverse teams made better business decisions 87% of the time. This is because diverse teams consider a wider range of perspectives, resulting in more thoroughly analyzed options.
Challenges of Building Diverse Staffing
While the benefits of diverse staffing are clear, there are challenges to implementing it effectively. These challenges often stem from deeply ingrained organizational practices and societal biases.
Unconscious Bias
While we want to believe in our intuition on the right “fit” for our teams and organizations, unconscious preferences still sway our decisions. Overcoming biases requires awareness and training, as well as systemic changes in the recruitment process. Read more about the impact of unconscious bias here.
Inclusion vs. Diversity
Diversity in hiring decisions alone is not enough. Companies need to invest in inclusive environments where diverse employees feel welcomed and valued. A diverse workforce without an inclusive culture may lead to high turnover rates, as employees will feel uncomfortable and tokenized in their roles.
Tokenism
Tokenism is when an individual’s identity is used as a symbolic effect for inclusion. Sometimes, companies may hire a few diverse candidates to “check a box,” without fully committing to an inclusive and supportive environment. It doesn’t lead to genuine diversity or engagement from the workforce. It also risks alienating the very employees it seeks to attract.
Communication and Integration
Bringing together people from different backgrounds can sometimes result in communication barriers or integration issues, especially if the company culture isn’t designed to embrace diverse perspectives. It’s important to foster open communication and provide training on cultural competence and collaboration.
Steps to Building a Diverse Workforce
So, how can companies overcome these challenges and create a truly diverse workforce? Here are some practical steps to take:
1. Evaluate Current Hiring Practices
Start by analyzing your existing recruitment process. Are job descriptions inclusive? Is there a diverse interview panel? Can individuals with disabilities easily apply? The more you question the current hiring process the better you can improve upon it. Even something as small as gendered language can turn away qualified candidates.
2. Actively Foster an Inclusive Company Culture
Hiring diverse individuals is only one part of diverse staffing. Successful DEI initiatives actively create an inclusive environment. This can include implementing mentorship programs, fostering Employee Resource Groups (ERGs), and creating a zero-tolerance policy for discrimination or harassment. These examples all contribute to eliminating bias in the workplace and supporting the growth of professionals.
3. Measure and Monitor Progress
Like any business initiative, diversity efforts need to be measured and tracked. Set specific diversity, equity, and inclusion goals, and monitor progress regularly. Use employee surveys, retention rates, and hiring data to evaluate whether your initiatives are working and where improvements can be made.
4. Create Pathways for Advancement
Once someone is hired, there needs to be room for them to grow and succeed within the organization. Provide leadership training, development opportunities, and mentorship programs to ensure that diverse employees have the support they need to advance in their careers.
5. Broaden Recruitment Channels
Don’t limit your recruitment efforts to one channel! To attract a diverse range of candidates, you need to broaden your horizons. Try attending career fairs focused on underrepresented groups, partnering with community organizations, or using online platforms that focus on diversity hiring.
Expand Your Diversity Recruiting Strategies with TalentAlly
TalentAlly connects job seekers nationally to companies that truly value DEI. We partner with organizations committed to supporting diverse communities such as the NAACP, Lean in Latinas, the International Association of Women, and many more to distribute job opportunities and host career fairs. Our network covers hundreds of organizations across industries. Contact us today to find out how we can help with your unique recruitment needs.
