Organizations are now giving pretty much priority to hire diverse teams and building an inclusive workforce, where everyone feels valued. New data from Instant Offices has highlighted a global spike in searches for “diversity and inclusion manager” over the last 10 years, with interest in the term growing by 122% since 2010. Backing up this trend is one of Glassdoor’s top hiring trends for 2020 – a greater focus on diversity and inclusion jobs. Glassdoor predicts a wave of hiring for leaders and managers that can drive more diversity and inclusion in their workplace.
Hiring is the First Step
Many companies want to strengthen their diversity. However, a stumbling block for companies has been the unconscious bias that infiltrates into the recruitment process. Unfortunately, it causes many times the rejection of candidates solely because of their age or surname on their CVs. Therefore, diversity and inclusion need to start with the hiring process to ensure it completely fair and bias-free.
Blind Recruitment Technique
Many companies can address this issue by practicing blind recruitment, where all the candidate details are removed from a CV. Organizations can also train their managers and recruiters in the unconscious bias so that they become more aware of the decisions they are making.
Technology Comes Handy Always
Using AI technology in the early stages of the recruitment process to shortlist the candidates could be very significant as it eliminates bias from the early stages of the hiring. Technology can rank and evaluates the candidates against an employer’s job specification, selecting only candidates that meet and match the requirements without any pre-conceived bias.
Candidates can also undertake system-generated pre-employment tests that assess their personality, motivation and reasoning capabilities, which gives employers more work-related information about the applicants.
With proper assimilation of technology and human touch, companies can ensure a diverse and inclusive workforce. Organizations should craft a strategy that is exclusively dedicated to diversity and inclusion in the workforce. There needs to be a wider strategy, which includes training for managers, ensuring more diverse candidates are proactively selected.