Modern companies strive to develop a diverse, inclusive, equitable workforce. It goes beyond contributing to a positive organizational reputation. A company that can gain the input of different cultural insights can achieve optimal growth.
Building a diverse workforce starts with talent acquisition. Companies must develop ads that attract a diverse pool of talent. They must go from there to ensure workers of all genders, cultures, and ethnicities feel welcome in their organization.
Talent Acquisition for a Diverse Workforce
To build a diverse workforce, you must ensure your talent acquisition processes attract various cultures, genders, and ethnicities. Here are some practices that will guide you in the right direction.
Expand Your Talent Pool
Rather than limiting your job search to conventional channels, go outside the box. Consider posting ads on job boards that cater to diverse communities like:
- Black Jobs: For racial diversity
- Pink Jobs: Caters to the LGBTQ+ community
- Vet Jobs: For former military members
- FairyGodBoss: For hiring women
- Ability Jobs: For talent with disabilities
- Workforce 50: For older and retired candidates
- Honest Jobs: For candidates with a criminal record
You can also target all-women universities or highly diverse colleges in your candidate search.
Inclusive Job Descriptions
Avoid using descriptive terms that indicate you are looking for a candidate with a specific gender or cultural background. Stay neutral in the language you use.
Eliminate Biases in the Hiring Process
Use blind hiring techniques that assess resumes without knowledge of the candidate’s demographic background. Ensure your interview panel consists of a diverse employee group. Develop interview questions that won’t produce biased evaluations.
Set Diversity Metrics
Companies should set diversity metrics in hiring and ensure they reach their goals. Progress should be reviewed regularly to ensure the organization is meeting its objectives.
Employer Branding
Organizations should market themselves as diverse and inclusive. They can feature a diverse range of people in their marketing materials and use respectful language that considers all backgrounds. The company can conduct market research to determine the preferences of various customer segments and ensure they cater to diverse groups.
Streamline the Application Process
Make the application process easy to complete. In addition to enhancing the candidate experience, a streamlined process caters to differently abled candidates and people with language barriers.
Continue Encouraging Diversity Beyond Talent Acquisition
After hiring a candidate, you must continue to demonstrate a sense of diversity and inclusiveness in your business operations. Make employees feel welcome so they stay with your company long-term. Avoid going through more costly, time-consuming hiring processes.
You can promote diversity through the following processes:
- Offer Diversity Training: Offer diversity training to your staff so they understand different customs and world views.
- Provide Flexible Time Off: A flexible schedule ensures employees can take time off for cultural holidays and celebrations.
- Career Development: Provide various programs and opportunities that allow workers to move forward. Make them equitable for all employees.
- Create Affinity Groups: Affinity groups, mentorship programs, and other internal networks can help employees connect with others who share similar experiences.
- Use Inclusive Language: For example, rather than use terms like ‘businessman’ or ‘salesman’, encourage employees to say ‘businessperson’ and ‘salespeople’.
This article was originally published by Stahl Recruiting Executive Search.
