Workplace diversity lies at the heart of creating an efficient, resilient, and highly productive workforce. With diversity and inclusion gaining more importance day by day, both small and medium enterprises and large companies, are looking for implementing various strategies to ensure diversity recruiting.
Diversity recruiting refers to making employment opportunities accessible to one and all. It leads to wider acceptance of marginalized groups that are commonly discriminated against. Through diversity recruiting, you can create a more diverse, inclusive, and employee-oriented workforce.
With June being the ‘Pride Month’, it’s high time to extend a supportive hand to the diverse groups existing with the society.
Here are 8 ways through which you can improve diversity recruiting in your organization:
Formulate a diversity recruiting strategy:
Formulation of a strategy is the first step towards successful diversity recruiting. Examine the current make-up of your workforce and try to identify the diversity gaps. Once done, draw out a step-by-step plan to approach the issue. Make sure to be objective and rational while constructing the right strategy.
Have diversity based job descriptions:
Examine your job descriptions closely. Are they made up of diverse and inclusive language? If not, make changes. Choose neutral words. Mention that you are open to receive applications from diverse candidates and let them know your thoughts on diversity.
Avoid implicit bias:
Create an accessible recruiting experience for all. Apply the best hiring and interview practices. Standardize all the interview questions and evaluate all candidates in the same manner. Remember to keep all your biases aside when judging a prospective candidate.
Project under-represented candidates:
The diversity recruiting journey starts with reaching out to a diverse group of candidates. Check how diverse your teams are and introduce usually under-represented candidates to them. Engage with prospective applicants from the marginalized sections and try to bring them into the interview process.
Create an open forum:
Don’t just recognize diversity but also try to celebrate it. Have an inclusive, intersectional workspace. Encourage individuals to be their true selves. Have an open platform to talk about diversity and inclusion freely. Encourage discussions, healthy debates, and create a safe space for employees to voice opinions.
Use social media tools:
Try to use social media effectively to not only contact diverse candidates but also for promoting them. Join diverse groups and associations on social media. This will help you to get in touch with the right candidate at the right time and for the right role.
Collaborate with diversity associations:
There are several diversity associations and groups based on specific minorities. Work together with such groups. This will help you to build a positive employer brand. You can collaborate with diverse communities through events, sponsorship, thought leadership, etc.
Monitor your efforts:
Ensuring diversity recruiting does not end with only making efforts in that direction. You need to find out how effective your efforts are and what value they are adding to the overall brand of the company. For this, it is important to monitor your efforts from time to time.