Diversity recruitment has always been a hot topic globally. Today, bottom-line results are not being measured in dollars, but rather in the demographics of women recruitment, retention and supplier diversity, and minority inclusion.
Business owners are finally coming to terms with how having a diverse workforce can provide tangible benefits besides ensuring legal compliance and making good-faith efforts. But hiring diverse talent can be complicated, especially because it goes well beyond sourcing diverse applicants.
The whole process still needs to be defined, defined, measured, and strategized for success. Nevertheless, considering how it can maximize employee productivity, creativity, and loyalty—while meeting customer needs—it’s an effort worth taking.
In this guide, we’ll take a closer look at diversity recruiting and how you can master it to ensure a comprehensive workplace, where every employee feels esteemed and coordinated into your vision and business methodology.
Why Does Diversity Recruiting Matter?
If a company is as good as its employees, you must ensure to hire the most talented individuals. Considering the increasingly competitive marketplace, one just cannot afford to carry any additional weight that doesn’t help you succeed.
To do this, however, you must do away with any kind of bias—race, gender, age, ethnicity, national origin, and other factors that are typically used to discriminate between individuals. Diversity recruiting helps with this.
What Does Success Look Like?
When you make recruiting, talent acquisition, and human capital decisions, you have a unique power—the power to represent candidates that may have otherwise gone unseen. Let’s not forget how recruiting and retaining diverse employees is becoming more important to ensure continued organizational success.
But how can you know whether you’ve been successful to ensure diversity?
If you notice the following changes in your workplace, know you’re doing something right.
Better Employee Performance
According to reports, ethnically diverse companies are 35% more likely to outperform their peers, and we see no lie.
If you feel your employees are performing better, meeting all deadlines and targets, you can attribute this to them feeling more comfortable, happy, and confident in themselves because of inclusiveness in the environment.
If you find your employees are getting more creative and innovative at problem-solving, it’s probably because of workplace diversity. You see, teams with diverse backgrounds and work experiences are known to come up with more creative ways to tackle workplace issues. Plus, individuals are more open to sharing ideas as well since everybody is made to feel valued.
More Job Applications With Improved Employee Retention
People want to work for companies that value diversity and inclusion. They want to avoid the hostility that plagues less diverse environments.
Ensuring diversity at your workplace makes every employee feel cared about. In turn, they are more likely to continue working with your company in the long run and even refer others to join. It’s a beautiful cycle. Word-of-mouth publicity will also encourage more people to apply for jobs at your company.
Having an inclusive and diverse organization can be extremely profitable. So if you find your profits growing, know it’s your diverse workplace working hard to ensure this.
There’s also stats to prove this. According to a Josh Bersin study, highly-inclusive organizations generate 2.3x more cash flow per employee, 1.4x more revenue, and are 120% more capable of meeting financial targets.
Diversity recruiting can provide a company with a holistic view of the market, identify unmet customer needs, and discover new opportunities. You don’t have to take our word for it—just take a look at Evite.
For those of you who aren’t aware, Evite is a social planning website for creating, sending, and managing online invitations. With an estimated annual revenue of over 19.7 million and growing, you know this company is doing something right.
One of the main reasons for Evite’s success is that instead of setting quotas, it made sure its hiring and promotions procedures are gender, race, and belief agnostic.
Evite evaluated every employee equally, gave them equal opportunities, and encouraged divergent thinking, which helped it become a more diverse and balanced company. Victor Cho, the CEO of the company, published an article where he shared the three unexpected drivers of gender diversity that helps Evite become what it is:
- Having an explicit process or language for capturing divergent thinking
- Hiring and promoting based on a wide range of skill sets—not all technical
- Holding open conversations about diversity or their lack thereof
The end result? Evite is one of the few companies where females make up 60% of total employees, 63% of managers, 57% of directors and above, and 40% of technology and product employees.
One Secret Weapon to Master Diversity Recruiting
When it comes to ensuring diversity, the right recruiting software can make all the difference.
Recruiterbox is designed to simplify talent acquisition, applicant tracking, resume management, and interviewing by letting you assign responsibilities to designated team members. It comes with several useful tools that make it easier to delegate hiring tasks, collect candidate notes and evaluations, and coordinate interviews with prospects.
What’s more, its source report feature gives you deep insights concerning your recruitment. You’ll know where your best applicants are being sourced from and get immediate access to a diverse applicant pool of talented individuals to fill jobs faster.
3 Essential Strategies for Diversity Recruiting
Below we’ll take a look at three actionable strategies that can help you ensure a more collaborative and diverse workplace.
Modify Your Job Ads to Make Them Appear More Inclusive
You want a more diverse workforce. Great! But are your job ads also indicating the same?
Take a long, hard look at your job advertisements. Look for words, statements, or indications that may make an individual feel the job isn’t for them. You see, language matters when writing a job advertisement. The language you use should be clear and represent the diverse talent pool you hope to attract.
You need to make a conscious effort to signal to candidates that your company is for everyone and free from any bias. Here’s how to go about this:
- Avoid gender-coded words. Using words like “challenge“ or “aggressive“ are read as masculine even if you don’t intend to do so. To avoid writing job ads using gendered words, you can try out Gender Decoder, an excellent tool to identify any inadvertent errors like these.
- Make a point to highlight includes the benefits, such as pregnancy leave, shared parental leave, and flexible working conditions.
- Don’t insist on having a “native English speaker” or a “native whatever-language-your-business-operates-in.” This will cause you to lose out applicants fluent in the language despite not growing up speaking it.
- Only include essential requirements in the job advert. You see, the longer and more exacting your job requirements, the more likely your talent pool will be used towards one gender. Why do we say this? On average, men will apply for a job even when they meet 60% of the criteria. But women will only apply when the figure is closer to 100%.
- If an educational degree is necessary. Avoid insisting the degree be from an elite or an Ivy League university. There can be several other reasons why someone went to a less prestigious school, and not all of them have to do with intelligence, work ethic, or ability.
- Skip using jargon and overly complex language. Stick to clear, simple language.
After modifying your job advertisement, seek a second opinion to make sure you are on the right track.
Experiment With Blind Resumes
The idea of “blind hiring“ can help increase diverse candidate numbers.
The process involves obscuring personal and demographic information and evaluating candidates strictly on their abilities. As you may have realized, this helps eliminate unconscious bias. Recruiters can freely make decisions with reduced unconscious biases of the candidate’s race and gender. Here’s what needs to be done:
- Mask names, college names, and graduation years from resumes
- Remove any social media profile data to limit access to personally identifiable information
- Obscure the candidate’s current residential address and birthplace
Applying the above best practices will immediately give you a more condensed list of shortlisted candidates that come from various cultures and regions.
Swap Manual Screening for Automated
AI-enabled technology allows recruiters and talent acquisition professionals to automate the most tedious and time-consuming aspect of their job: screening resumes and shortlisting candidates.
Automated resume screening can ensure diversity by replacing manual shortlisting. This way, you can have a system that objectively and consistently applies your predetermined shortlisting criteria across all candidates while simultaneously eliminating problems related to compliance and discrimination.
Recruiterbox, for instance, uses your existing resume database to learn about your ideal employee’s experience, education, and other characteristics before applying the knowledge to new applicants to rate, rank, and shortlist the strongest candidates—that too with no unconscious bias.
Minimized workflow disruptions and faster interviewing are other advantages.
Most Common Mistakes of Diversity Hiring
Despite your best efforts to avoid errors, something or the other can go wrong before, during, or after the hiring process. Here’s a list of some of the most common mistakes concerning diversity hiring:
- Having restrictive interview time slots: Not everyone may be available at your convenience, which is why you must have a flexible interview schedule in place. Prospects can have college, children, or may even be working on another job. Try to extend your interview schedule past the traditional 9-to-5 slot.
- Fixing strict GPA requirements: When you set a minimum GPA for candidates, it can stop Black, Hispanic, and Native American candidates from applying. Data suggests that these groups are more likely to come from lower-income households, causing them to work longer in college, which, in turn, makes their GPA suffer. Removing GPA minimums can significantly improve your chances of having a diverse workforce.
- Offering unpaid internships: Not everyone can afford to work for free, which is why unpaid internships perpetuate inequality. Offer a stipend to make sure your interns, especially from minority groups, have money to travel or live as unpaid interns.
- Avoiding technology: Technology can help facilitate diversity recruiting, but only as far as you allow it. Not utilizing the right technology for sourcing will limit your access to good candidates. Set up an applicant tracking system to screen the right people rather than weeding out the wrong ones.
- Holding back on company culture: Diversity isn’t possible without inclusion. It’s why you need to put your 100% into both. You should take action on inclusion by making everyone feel comfortable and valued in sharing their opinions, insights, and experiences with you and the company.
Diversity recruiting can set you up for success by equipping you with truly talented individuals hailing from different cultures and regions to help you achieve your long-term and short-term objectives. We hope this guide proves to be useful to streamline your recruitment process, allowing you to recognize and ensure diversity at your workplace.