Many human resources departments try to create a diverse workplace in today’s world, but you can not get diversity without inclusion.
To build a diverse team and a modern and attractive workplace culture, a human resources team must create an environment that welcomes all individuals and fosters equal involvement and representation.
In recent years, there has been a significant effort in the UK to fight for equality, so much so that employers are maintaining quotas based on gender, BAME, disability and even sexual orientation.
There are two significant types of diversity in today’s workplace:
First, inherent diversity deals with traits such as race, gender, and age. Education, experience, beliefs, skills and knowledge are all aspects of acquired diversity.
Natural HR set out to explore our top ideas for making a diverse and inclusive recruitment process a standard component in your people’s talent strategy in this article.
What is the definition of diversity in the workplace?
It is important to remember that diversity in the workplace is defined as when a society understands, accepts and appreciates differences between people of races, ethnicities, genders, ages, religions, disabilities and sexual orientations, as well as differences in personality, in different skill systems. , Experiences and knowledge.
What are the benefits of recruiting diversity and inclusion?
Having a functional diversification strategy and the inclusion integrated in your recruitment workflow will provide your company with various benefits, including:
- Recruiting better talent.
- The ability to make more informed business decisions.
- Increasing the performance of your teams.
- Accelerate innovation by enabling different ways of thinking to collaborate.
- Achieving more decadent customer satisfaction thanks to the quality staff.
- Improving company culture with improving employee satisfaction.
Total recruitment in the labeling list in the workplace
The following tutorial will guide you through the entire recruitment process, from introducing a new team member to creating a job ad and interviewing suitable candidates. It will include critical considerations to ensure that diversity and inclusion are given priority at every stage.
Check your job ads to remove bias:
When it comes to comprehensive and diverse recruitment, it is impossible to look ahead without looking back. As a result, the first step you need to take is to evaluate your entire recruitment pipeline to identify faults and start implementing improvements that address the concerns of diversity and inclusion.
When reviewing historical job ads, you may find a tendency to use more masculine or feminine language in job ads, which may deter some groups from applying for specific positions. Based on the findings of this analysis, you will then be able to retroactively apply new conditions to the recruitment process to reduce biases in future recruitment processes.
2. Focus on the sources on which diverse candidates focus:
It is now easier than ever to recruit candidates from a large pool of skills with the power of the internet. To do this, recruiting people from multiple sources is a great method to diversify your recruitment pool.
Instead of relying solely on traditional job boards or recruitment agencies, look for opportunities to diversify candidates through alternative sources such as educational institutions, government agencies and even rehabilitation centers.
You can also communicate directly with organizations that focus on specific areas; For example, for post-technology, you could interact directly with women in technology groups to contact suitable candidates.
Encourage your employees to use their network:
If you would like to employ more than one specific group of underrepresented people, please contact some of your current staff members who fall into this category.
Creating an internal recommendation program for candidates is one of the methods to achieve this. You can contact similar candidates from diverse backgrounds by leveraging your existing internal pool of diverse employees.
4. Offer an internship designed for unrepresented groups:
Offering an internship to people with special credentials is a great approach to cultivating developing talents in your sector. To achieve this, you can create collaborations with education and community organizations in your area to provide an opportunity for groups that may struggle to take the first steps to the positions you are recruiting for.
5. Develop an employer brand that showcases your diversity:
When developing a brand identity, do not ignore the meaning of diversity and inclusion. You need to encourage employees from different backgrounds to share their experiences with your organization, which you must then incorporate into your employer branding and recruitment.
Having these stories and actively pushing them in sourcing your candidates is a great approach to ensuring that your diversification recruitment strategy works properly.
6. Use blind recruitment:
Blind recruitment is one of the most popular trends in the industry. To reduce the bias in the first recruitment phase, it takes steps to reduce vital information such as name, age, education and candidate photos. The idea here is to avoid further discrimination from whoever you choose to interview.
7. Reconsider what factors you notice when recruiting:
When determining what your ideal recruitment looks like, it is essential to ensure that your potential candidates display the characteristics that your company values. During the recruitment process, check how you filter candidates and yourself to see if you are targeting the results to specific types of people because of a possible bias.
Chris Bourne is Head of Marketing at Natural HR. Natural human resources It is a cloud-based human resources software for small businesses and organizations looking to improve team management and payroll.