Diversity and inclusion are no longer legal requirements or ideals – they are assets. Bringing different races, cultures and backgrounds to the table allows for a greater variety of skills and ideas. Promoting diversity is not just the right thing to do – it’s a smart thing to do.
That said, there’s no magic wand that makes it possible for you to diversify your workplace overnight. It takes intent and planning. With that in mind, here are seven steps you can take toward diversity and inclusion in your business.
1. Take a Fresh Look at Your Company from the Top Down
Studies have shown that fantastic company culture starts at the top and depends on a team of quality managers to transfer positive values to all employees. And one of the most important values leadership can model is diversity. So, take a look at who your leaders are. Make sure women – and particularly women of color – aren’t underrepresented.
2. Recruit from a Diverse Talent Pool
Don’t assume that your current recruiting channels will naturally bring diverse employees to your door. Instead, construct an outreach plan that recruits from paths less traveled. Seek out opportunities to source diverse candidates by looking in channels geared toward underrepresented job seekers.
3. Root Out Unconscious Biases
Unconscious bias can sabotage your recruiting efforts. By not being aware of flawed shortcuts in your staffing mindset, you could be missing out on a great hire. For instance, a University of Toronto study found that candidates with English-sounding names were 35 percent more likely to receive callbacks than resumes with Indian or Chinese names. You owe it to your company to train your recruiting team to keep biases like these in check.
4. Watch Out for Bias in Your Job Descriptions
A powerful job description can be a magnet for highly qualified candidates. But while you’re constructing a listing that’s specific, interesting and concise, make sure that you’re not including unintentionally exclusive language. Words like “analyze” and “competitive” tend to attract men, while “collaborate” and “support” are subconsciously linked with women.
5. Recruit for the Long Haul
Diversity doesn’t happen the moment you hire candidates from underrepresented backgrounds. It takes time for their contributions to make an impact on company culture. To that end, think of inclusive hiring less like checking boxes and more like planting seeds.
6. Try Out ‘Blind Hiring’
One experiment some companies have had success with is removing gender and ethnic identifiers from applications and resumes before evaluating candidates. This can lead to a more objective process that removes a good deal of unconscious bias.
7. Evaluate and Adapt
Just like any other new business strategy, an inclusive hiring plan needs to be regularly evaluated to measure its effectiveness. Get to know your employees through regular one-on-one conversations to make sure your company comprises diverse skills, aspirations, backgrounds and viewpoints. If you feel your hiring processes are stagnating, tweak those processes to get better results.
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Looking for help in diversifying your talent pool? Contact Arrow Staffing today to learn why we’re the best choice for staffing in San Bernardino, Riverside and Kent counties.