Diversity Hires – Creating a Diverse Workplace

Workplace diversity should be a top priority for Hiring managers and HR departments. Diversity should not be a cut and dry matter of compliance, but a proactive and inclusive mindset and value of your company. Research has shown that diversity contributes to success in the workplace. For example, McKinsey & Co. 2018 research shows that racially diverse companies outperformed non-diverse companies by 35% and that gender-diverse companies were 21% more likely to experience above-average profits than companies lacking diversity.

Widen the scope; avoid focusing on diverse hiring for a single position, but rather focus on how to incorporate it into your company culture. Company diversity begins before the hiring process even starts. It takes a commitment and conscious effort to consider and implement a 360° approach to inclusive hiring. It is important for HR and management to understand their organization’s mission statement and core values and how diversity contributes to their overall success. 

Read further for tips to understand diversity hiring:

Understanding Diversity Hiring

Understand how diversity hiring relates to your company’s procedures. According to ideal.com, diversity hiring is ensuring your hiring decisions are “based on merit with special care taken to ensure procedures are free from biases related to a candidate’s age, race, gender, religion, sexual orientation, {disabilities} and other personal characteristics that are unrelated to their job performance.” Company diversity begins before the hiring process. It encompasses an open and inclusive value system that demands full equality. A recent study from Harvard Business Review found that if there is only one minority represented in a candidate pool, they have almost no chance of being hired. We have a way of stereotyping certain positions, such as women being nurses and teachers, and men working as doctors and scientists. Conduct an audit of your hiring process to get a clear view of your strengths, weaknesses, and challenges. Move forward with targets that can reinforce your value system and commitment to diversity. An example could be increasing the percentage of female-held tech-related roles.

Reaching Diverse Candidates

After you have an understanding of how your company embraces and promotes diversity through its values and hiring process, consider how to make yourself available and open to attracting and sourcing diverse candidates. Review how your company branding is presented to the world. This includes your website, social media engagement and marketing content, videos, pictures, & language.

What languages are you using? Is the wording inclusive or biased? How do your job descriptions describe open positions and requirements? Where is your company’s reach limited? Do you offer flexible holiday pay for employees of all gender, race, religion, and creed? Simply put: diverse companies attract diverse candidates.

Ditch the quotas and ditch the expectations because true diversity within your company starts with values. When hiring diverse candidates it’s important to go back to the roots of your company and your mission statement. Evaluate and refine your process in diversity hiring by freeing your procedures from biases and discrimination and be open-minded. Create the opportunity for more diverse candidates to find you and grow within your organization. Your time and effort will be well worth it; the success of your organization and the health and wellness of your company culture and employees will benefit immensely!