Diverse Hiring – Here’s How To Do It the Right Way
Diversity at the workplace is a common demand by Millennials and Gen Z all around the globe. In a report by inc.com, 77% of Gen Z and 69% of Millennials’ said a company’s diversity ratio affects their decision to work there. And no, having one woman in every team does not count as being diverse.
The subject of diversity and inclusivity goes wider to make people from every race, religion, caste, sexual orientation, graduates from across institutions as well as specially-abled individuals feel like an equally important part. Being a diverse workplace not only gives more creative and innovative results but also helps the employees grow as individuals with an exposure to a variety of cultures, perspectives and experiences working together.
The first step to a diverse workplace is changing the hiring process. Here’s how making small changes can lead to a bigger and better impact.
A Transition in Job Postings
Even in 2020, a lot of companies make job postings with “him/his” in the post copy. This not only makes the company look shallow but also minimises the chances of a real talent applying for the position. Try to keep the job postings as neutral as possible. Use more adjectives that describe the job and use aspirational words that encourage everyone suitable for the job to apply.
A lot of organisations prefer hiring graduates from particular and prestigious B-schools. Many avoid hiring newly married women with the fear of bearing maternity expenses. Some are hesitant hiring people from the LGBTQ community in the fear of making the others “uncomfortable”, and most try not to hire specially-abled candidates thinking it will be a task to the company. While hiring, companies tend to let their biases make judgements and create prejudices. This ends up eliminating deserving candidates and prioritising some who don’t meet the expectations. Having a diverse panel of interviewers can help avoid subconscious biases.
Getting the Technology Right
While using AI for hiring is a new norm, training the system to pick out the best from the pile of applications is a tricky task. One has to keep an open mind; any prejudice while feeding the AI and it remains till it gets manually changed. This eliminates a lot of great talent. The recent recruiting trend hides a candidate’s personal details on the screen, such as their name, gender, date of birth, place of birth with only the essential information visible. Training AI to pick on the basis of only skills and experience can prove to be really beneficial for the process and the company.
Start with Your Values
Build a culture that focuses on making everyone feel like a part, regardless of their background. If the company’s values resonate with what an individual believes in, it’s easier to align them with the company. Ask your team for their opinions on what will strengthen the organisation and encourage a referral mechanism that attracts talent from a trusted circle of acquaintances.
The key element for a diverse group of employees is treating them as equals. Only when you establish the best practice of treating your current workforce with fairness, will the next generation of hires look forward to being a part of your organization.
Bringing together various cultures, ethnicities and perspectives helps achieve creative ideas and happiness at work. It helps employees learn more about different communities and hence, makes them more knowledgeable and empathetic. On an organisational level, diversity vastly contributed towards employer branding. Not only does it help with the reputation, but it also attracts and brings in the right crowd. Celebrating diversity and inclusion is the best way to attract diversity. To create a workforce full of variety, start with the hiring process.