“Inclusion is not a matter of political correctness. It is the key to growth.”
And, this is not just about my personal experience; it has been a systematic issue that is affecting businesses and organizations of all sizes.
That’s probably why I’m so passionate about inclusive recruitment. Companies with diverse executive teams are 21% more likely to outperform on profitability and 27% more likely to have superior value creation. (McKinsey & Company)
So, in this read, I’ll be sharing my personal experience and insights about inclusive recruitment along with some fine strategies for building a diverse workforce.
Let’s start!
For me, the inclusive requirement is not just about hiring people from a diverse background but creating a kind of workplace environment, where everyone feels valued, respected, and empowered to reach their full potential.
This is about building a team that embraces the diversity of our society and brings a wealth of perspective, experiences, and ideas to the table.
From a business perspective, diversity in the recruitment process is vital due to the many ripple effects it has. And, not only is it the legal responsibility of the employer to consider every candidate equally, but also the organization’s reputation is at stake. A well-rounded workforce brings a wealth of benefits to an organization, here take a look at some of them:
So, by prioritizing diversity in the workplace, companies can tap into a wider range of talent and ultimately drive for better business results.
Do You Know?
According to a Glassdoor Report, 76% of job seekers report that a diverse workforce is an important factor when evaluating companies and job offers.
Recruitment is not just about making cultural changes happen in the workplace, it is rather a strategic approach that can really elevate your talent pool. So, here are five of the most effective strategies that can help you build a multifaceted workforce:
The first step to attracting a diverse pool of talent is to write up some inclusive job descriptions and avoid using any gender-based terms and industry jargon as well. So, start with the job title, keep it simple, and focus on the job at hand.
Eliminate any hint of gender and industry preferences. As, according to Textio, using gender-neutral language in a job posting fills the job 14 days faster than posts with masculine and feminine biases.
Make your application process as accessible as possible. This can be achieved by using a variety of application formats such as video resumes and online assessments for the candidates who cannot come in person for the interviews. You can also try avoiding trivial information such as the candidate’s date of birth and previous salary as it can create a bias for the age and further salary expectations.
Expand your search for finding the right candidate for your job. You can try exploring a wide variety of talent sources such as professional organizations, universities, and social media platforms like LinkedIn or Indeed, etc. This is a unique approach that allows you to focus on the diversity and inclusion of underrepresented talent.
Sourcing the right talent without the right attributes can be difficult. This is why it is often suggested to constantly update the screening process to keep the diverse talent in the pool. You can also try using some alternative ways to assess the skills and abilities of the candidates, such as by giving them some work samples or reviewing their portfolios.
Leverage the technology to reduce any unconscious bias from the recruitment process. You can try using AI-powered tools to screen resumes and identify qualified candidates based on objective criteria.
In closing, building a diverse and inclusive workforce is about some ongoing efforts and commitment. By embracing diversity in the workplace, organizations can unlock innovation, improve decision-making, and enhance their bottom line. And, by implementing the strategies mentioned in this reading, businesses can create a workplace where everyone feels valued, respected, and empowered to succeed.
