Guide to Diversity and Inclusion in Hiring

The data is in — companies with more racially and ethnically diverse staff have higher earnings per share and lower losses per share than their industry averages. Diverse teams are more profitable because their members bring unique perspectives and experiences to the table. And when leadership teams are diversified, companies find increased innovation by making relatively simple changes to their makeup.

As businesses begin to understand and stress the value of a diverse workforce, they will need to establish criteria for gauging the initiative’s success. Companies may better set, monitor, and achieve their diversity recruitment targets with the aid of a well-developed strategy. Inclusion in the hiring process ensures a diverse workforce and the highest quality of applicants.

What you do after hiring is just as important as hiring diversely and inclusively in determining whether or not your business becomes high-performing, agile and inventive. 

With all that in mind, this article will be your ultimate guide to diversity and inclusion within recruitment — based on our expert recruitment advice. We’ll go through all you need to know about diversity and inclusion, why it’s important to consider during recruitment, and the best practices to follow when incorporating them into your updated hiring strategy.

What Is “Diversity and Inclusion”?

Diversity and inclusion in the workplace basically mean the steps an organisation tries to take to create a workplace environment that values and respects the differences between its employees. It is a way of thinking that values each person’s different backgrounds, experiences, and points of view and ensures that everyone feels valued and supported.

Diversity includes things like race, ethnicity, gender, age, sexual orientation, religion, disability, and cultural background, among other factors. On the other hand, inclusion means making a place where everyone feels comfortable, respected, and able to use all of their skills and talents to the fullest.

By promoting diversity and inclusion, companies can get a more creative and diverse workforce, make better decisions, keep and engage more employees, and improve their relationships with customers. Because of this, many businesses have put in place policies and programmes to encourage diversity and inclusion, such as training programmes, mentoring, and strategies for hiring people from different backgrounds.

Why Diversity and Inclusion Are Important in Recruitment

Everyone knows by now that a robust and competitive workforce that can generate innovation, creativity, and success, in the long run, requires actively recruiting from a wide range of backgrounds and perspectives. But why exactly is it so important? What do companies get out of this modern recruitment strategy, anyway?

Well, we’re glad you asked. Here are the biggest reasons why your company should update its hiring strategy to one that involves diversity and inclusion — if you haven’t already!

1. Enhanced brand image

Businesses that promote equality and acceptance in their workplaces are more appealing to today’s socially aware consumers, investors, and talent pool. In fact, a recent Deloitte survey found that 80% of people believe that inclusion is a key factor when they are considering an employer.

In order to attract the best employees and foster a welcoming work environment, businesses should make diversity and inclusion a major priority in their hiring practices. As a result, businesses can strengthen their employer brand, increase consumer loyalty, and pique the interest of investors who are eager to back ethical enterprises.

2. Access to a wider talent pool

By fostering an open and accepting culture, businesses can encourage applicants from a wider range of backgrounds to apply for open positions. Recruiters may show that they care about diversity and want to foster a welcoming workplace for all candidates by emphasising diversity and inclusion in their job ads and instituting an inclusive culture within the company. 

This has the potential to raise the bar for applicants, encourage more people to apply, and assist businesses in uncovering talented people with special talents they can put to use.

3. Improved decision-making

Team decisions can benefit from the unique insights and points of view represented by members of a diverse and inclusive group. The more varied a team is, the more likely its members are to question each other’s beliefs, prevailing norms, and approaches to challenges and, ultimately, to produce novel and effective solutions. 

A more innovative and creative work environment can be fostered by bringing in people from a wide variety of walks of life and experiences.

10 Best Diversity and Inclusion Hiring Practices to Follow

You read that right – ten! We want to set your company up for success when it comes to ensuring workplace diversity and inclusion. So, with the help of these guidelines, businesses may better recruit and maintain a diverse workforce, eliminate bias in the hiring process, and foster a more equitable and welcoming work environment for all employees. Trust us, at the end of the day, all your efforts will be absolutely worth it.

With that said, here are the ten best diversity and inclusion hiring practices that companies should follow:

1. Establish diversity and inclusion goals

A company’s diversity and inclusion efforts should have clear, quantifiable objectives that are shared with all staff members. That way, diversity and inclusion may be promoted from the top down, where it belongs. Among the targets include expanding the pool of qualified applicants, eliminating discrimination during the recruiting process, and expanding the representation of underrepresented groups in the workforce.

2. Monitor diversity metrics

To ensure that businesses are making strides towards their diversity and inclusion goals, they should track diversity metrics such as the number of underrepresented groups among applicants, interviewees, and new hires. With this data, companies can determine the aspects of their recruitment processes that require modification and work towards making those improvements.

3. Use inclusive language in job postings

Businesses that want to show they appreciate diversity and inclusion in the workplace should use more welcoming language in job ads. To that end, it’s important to use inclusive pronouns and steer clear of terminology that could turn off applicants from underrepresented groups. 

Replace flowery language like “ninja” and “rockstar” with more generic terms such as “skilled” and “experienced” when describing potential employees.

4. Implement blind hiring practices

To eliminate unconscious bias and discrimination during recruiting, businesses can use “blind hiring” techniques, which involve hiding applicants’ identities by hiding their names and contact information on resumes. This can aid in ensuring that applicants are judged solely on their merits rather than how they look, their gender or any other personal characteristics.

5. Create structured and standardised interviews

Developing a standard procedure for all recruiters to use is a perfect way to ensure diversity and inclusion practices are followed during hiring. To avoid unfairly favouring certain applicants over others and guarantee that the same standards judge everyone, businesses should adopt organised interviews in which interviewers ask the same questions to each candidate. The candidate’s qualifications, experience and skills should be the primary emphasis of the interview, rather than the interviewer’s personal interests or biases.

6. Reflect diversity in the hiring team

To get the best possible results from their hiring processes, companies should assemble diverse interview panels. This method has the potential to make the evaluation process more objective and fair for all applicants. Candidates that may offer fresh ideas and perspectives to the company can be better pinpointed with the use of interview panels that reflect the diversity of the applicant pool.

7. Provide equal pay and benefits

In order to retain the best talent, businesses should guarantee that all employees, regardless of who they are or where they come from, receive competitive compensation and benefits. As a result, you may foster a more equitable and welcoming work environment. 

Flexible work schedules and language services are two examples of advantages that companies could offer to meet the needs of a more diverse workforce.

8. Utilise a variety of recruitment methods

To find the most qualified employees, businesses should advertise their openings on a wide range of platforms. Social media, employment boards, employee referrals and collaborations with minority groups are all possible examples. This would also be the perfect time to start practising proactive recruitment strategies if you haven’t already! Through these methods, businesses can increase the diversity of their applicant pool and increase the likelihood that their job advertisements will be seen.

9. Make the company website more accessible

If you don’t currently have an accessible website, consider updating it ASAP. The company’s website is ideal for highlighting its dedication to diversity and inclusion, and developing a website that’s also usable by those with visibility issues is another way to prove it. As an extra bonus, a more accessible website is a great way to boost your company website’s SEO!

Make sure to incorporate terminology that is accessible to all users, as well as several formats for content (such as videos and downloadable fact sheets). The same applies to audio and video files with closed captioning. The Web Content Accessibility Guidelines (WCAG) are a good set of rules to follow since they lay the groundwork for accessible web design.

10. Update your strategy whenever necessary!

Recruitment is an ever-evolving space, so updating your company’s hiring practices isn’t too farfetched an idea, really. A report by Yello found that more than a third of HR professionals report feeling too pressed for time to interact with potential hires. But we know from experience that there’s no “one size fits all” approach to hiring diversely — it takes time and effort.

If you haven’t been actively seeking a more diverse applicant pool, it will take time and effort to start doing so. Adding a band-aid solution to your current recruitment approach is unlikely to work. Invest your time and energy into implementing diversity and inclusion in hiring, and you might just come up with a unique strategy that works for the company in the process.

The Bottom Line

All in all, countless studies and research have proven that fostering diversity within a company only brings a net good to its workforce and its bottom line! Using an inclusive approach to hiring can also significantly improve your company’s representation of the population. We hope that our tips in this article will help put your company on the path to creating a more inclusive workplace.

However, embracing difference and difference is not something that can be rushed. Be sure to take the time and effort to develop and implement the right strategies to ensure that your company’s diversity and inclusion efforts are a long-term success. If this is your company’s first time venturing into this type of hiring process, consider engaging with a recruitment company that’s experienced with diversity and inclusion hiring!

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