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Diversity & Inclusion: What You Need To Know About Creating A Diverse Workplace!

In today’s highly competitive business environment, it is more important than ever to invest in your workforce. Embracing an inclusive and diverse culture can help your organization attract top talent and boost employee engagement. Moreover, according to one study, workplaces that prioritize inclusivity and diversity are twice as likely to meet or exceed financial goals. 

Employees want to work in a company where they feel valued and their opinions and ideas are heard. As an HR or recruitment professional, it is essential to implement effective diversity and inclusion initiatives at your organization. Read on to learn about the importance and benefits of incorporating these practices in the workplace.

 

The Importance of Diversity and Inclusion in the Workplace

The terms “diversity” and “inclusion” are two concepts that are often used in tandem. However, they have distinct meanings. Simply put, diversity is about differences, while inclusion is about embracing those differences.

An inclusive and diverse workplace is one that welcomes and supports all staff members, no matter their age, race, gender, ethnicity, physical ability, education, etc. Everyone receives the same access to opportunities within the organization.

It is essential to empower staff members to perform to the best of their abilities. When you create a work environment where employees can experience a variety of cultures, backgrounds, and ways of thinking, they are more likely to feel comfortable with being authentic. This can lead to a happier and more productive workforce.


The Benefits of a Diverse Workforce

Not only is hiring for diversity the right thing to do from a societal perspective, it also has a plethora of benefits for your organization, including: 

Higher revenue

 Diverse teams often perform better and, as a result, bring in more profits. According to a survey, organizations that embrace inclusive talent practices produce up to 30% higher revenue per staff member than the competitors.

More innovation

 Varying opinions, viewpoints and beliefs can result in more productive brainstorming sessions and a higher degree of innovation and creativity. Sharing ideas and feedback openly may also lead to effective problem solving and better decision making.

A competitive edge

 Organizations can outperform their competitors by respecting the unique needs, perspectives and potential of all their team members.

Less turnover

 If employees feel included and valued, they are less likely to leave your company. This is beneficial since the recruiting, hiring and onboarding processes require a lot of time, effort and money.


Tips to Improve Your Diversity Recruiting Strategy

A positive, inclusive workplace embraces individuals from all walks of life. As an HR or recruitment professional, there are several techniques you can implement to improve your diversity recruiting strategy.

 

1. Write inclusive job descriptions that appeal to the masses

Check the language that is used in your organization’s job postings. For example, make sure to refer to potential candidates as “you” instead of the third person. This is a great way to write inclusive job descriptions that are neutral. Avoid assigning gender to a role, as it may discourage certain candidates from applying for the position.

2. Source and attract a diverse pool of candidates

Posting open positions on major job boards may seem the obvious strategy to follow when trying to attract top talent. However, you may want to consider posting on less traditional job boards to find candidates from diverse backgrounds.

For example, consider posting on a college job board to reach underrepresented groups or under-resourced students. You could also attend conferences or host events specifically for underrepresented people.

If you want to attract and recruit diverse individuals, you have to make the effort to find them. You can’t expect to find the right candidates without some elbow grease, so be proactive in your diversity recruiting endeavors.

3. Build a structured interview process

It is crucial to eliminate interviewer biases and ensure that the hiring decision is not made based on gut feelings. You can avoid these subjective methods by creating a well-defined interview process with clear questions. This allows each candidate to be assessed on the same criteria.

4. Encourage employees to refer their connections

Most likely, your team members have connections with people of similar backgrounds as them. Consider implementing a candidate referral program to boost the organization’s diversity recruitment strategy and showcase that the company values different ideas and experiences.

5. Offer internships to targeted groups 

A great way to encourage up-and-coming candidates to join your team is by offering co-op roles or internships to jobseekers from specific backgrounds. In order to implement this strategy, reach out to schools and community groups in your area.

Identifying, attracting, and hiring diverse workers requires conscious effort. However, diversity is not just about recruiting. Keep in mind that the way a company treats its employees after the hiring process also influences the views of potential jobseekers.

 

 

 

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