41% of respondents in a study of Fortune 1000 companies said their organisations had diversity efforts with no structure because they’re ‘too busy’.
A diversity and inclusivity strategy doesn’t have to be difficult, though – and the benefits from fostering diversity in the workplace far outweigh the collective effort that is required.
In our previous article, we discussed why diversity and inclusion can be so beneficial to the workplace.
This week, we’re taking a look at how an organisation can begin to form a diversity and inclusivity strategy for hiring and retention.
Why are diversity and inclusion important at the recruitment stage?
When you think about what you hope to gain from your recruitment process, it’s rather similar to the reasons why making the process diverse and inclusive are important.
You want to make sure that you get the best possible applicants, and in turn, the best employees to enter your organisation.
Diversity and inclusion are essential for those very reasons, whilst also:
Ensuring a wide, diverse range of candidates apply to your vacancies
Fostering a diverse environment within your organisation
By nailing down diversity and inclusion at the recruitment stage, you’re also setting up your organisation to be appealing to potential candidates – 83% of millennials are more likely to be actively engaged if they believe their company stimulates a diverse and inclusive culture.
How do you start?
Put your application process under a microscope
The last thing any business wants is to unknowingly exclude candidates from the get-go.
Ensuring job descriptions are welcoming and inclusive to applications from candidates with diverse backgrounds eliminates that possibility.
Here are a few quick tips on how to avoid excluding candidates in your job advertisements:
Be clear and concise on the exact responsibilities of the role.
Avoid heavy use of jargon or niche language (particularly for entry/junior-level roles).
Be transparent about accepting soft or transferable skills.
When hiring for a senior role, consider the accessibility certain communities may have had to director-level roles (otherwise you may exclude underrepresented groups).
Widen your net
It’ll be near impossible to reach a diverse audience if you’re fishing in the same pond.
There are a range of methods that businesses use to attract potential candidates, though this can be down to preference and the roles you are hiring for.
LinkedIn, for example, is a great way to actively target candidates, and is used by over 740 million people, with 40% of users accessing it on a daily basis.
Another great, but often under-utilised method, is word of mouth referrals.
Asking employees for referrals could particularly encourage diversity if you already have a diverse workforce!
More targeted job boards are also an option, alongside specialist recruitment agencies (or those with strong approaches to diversity and inclusivity).
Keep it simple and efficient – and bias-free
Few things can deter candidates like a long-winded, complicated and confusing application process.
Rather than having a several-stage application process, for example, consider making the process as simple and efficient as possible, where possible.
Research has also shown that using language perceived as masculine may deter women from applying for job roles – words such as ‘competitive’ and ‘determined’ resulted in a perception that they would not belong in the work environment.
Another aspect of the recruitment process that has recently been brought to the forefront is unconscious bias.
79% of HR professionals believe an unconscious bias exists in recruitment and promotion opportunities.
There are a few ways to combat this, but the most popular method is to remove all unnecessary information from CVs and application forms that may cause unconscious bias, and focus specifically on qualifications, skills and experience.
You’re not looking at demographics, you’re looking at talents and skills.
Plan your interview process
Part of creating a diversity and inclusivity strategy is planning, particularly for any potential adjustments that may be needed.
The interview process can present certain challenges for candidates, so asking candidates ahead of time if they need any adjustments, or if they have any further questions about the process, avoids the potential for candidates to be put off the process.
Decide and prepare, ahead of time, a list of questions to ask each candidate in the interview.
Though it might not often be considered, it’s common for the interview process to vary person-to-person as the questions can veer off or change in the moment.
Keeping to a standardised list is not only fairer, but also makes the interview process more streamlined for the business as well.
What about the onboarding process?
Be transparent
You want to make sure everyone feels welcome, and that they have equal opportunity to every other employee in the business.
This means you have to be clear on your stance regarding diversity and inclusivity as part of your workplace culture.
There are a few areas to be transparent about in the onboarding process:
Make sure employees know about policies around flexible working, parental leave and additional job benefits.
Have a settling in period in which new employees can get accustomed with company practices, including new technology and meeting processes, so they feel up to speed.
Clearly signpost and discuss that employees can ask for adjustments to their working environment at any time before they start, or during.
Make communication a clear two-way street, so that new employees are aware that their feedback and conversations are valued, and if need be, confidential.
It’s all about consistency
Diversity and inclusion strategies can sound intimidating, but chances are, you’re already implementing a few of the suggestions mentioned above.
Primarily, diversity and inclusion strategies rely on consistency, which is what will eventually ensure that your workplace culture is in line with your values.
However, taking these small steps now means that you can cultivate an environment in which diversity and inclusion thrive, only benefiting your company, employees and bottom-line in the long-term.
If you’d like to speak to us about diversity and inclusion in recruitment, or simply discuss your recruitment needs, don’t hesitate to
get in touch.