Implementing a Diversity and Inclusion initiative in the hiring process can help the company become more plural, productive, innovative and also helps reduce structural inequalities that have disproportionally affected minorities.
In a space without diversity, everyone is very similar, has had pretty much the same experiences, and even share the same thoughts and opinions. Unfortunately, many companies are still like this, very homogenous. The lack of inclusion in the workforce still affects many candidates, and companies are also impacted by being less diverse.
When an organization sets inclusion as a value from the very start, in the hiring process, they have a higher chance of being financially successful, as a study conducted in 2018 by DDI concluded that diversity directly impacts the results of companies.
This is why investing in diversity and inclusion in the hiring process is key.
What is diversity and inclusion?
The first step to understand inclusion is to acknowledge that historically, certain groups have been discriminated – and many still are – which basically meant that opportunities, from basic needs such as housing and education, to entry in the job market, were limited.
People with disabilities, women, black and indigenous people, as well as those who identify with the LGBTQIA+ community had limited rights for a very long time, and while things have improved, there are still imbalances across society that are frequently mirrored within companies.
Thus, recognizing the importance of diversity and inclusion is needed in order to understand why it is not dependent on a single action, but a myriad of iniciatives to combat inequalities and create a more just and plural workplace.
How can HR make the hiring process more inclusive?
In order to implement diversity and inclusion, a holistic view is needed, so that HR professionals understand the importance of each step in the process, from creating the job description to welcoming a new employee. Here are 5 tips to follow:
1. Rethink the job description
When searching for a job opportunity, the first contact the candidate will have with the company is what is written in the job description. Thus, it is wise to avoid using gendered pronouns, opting instead for neutral language.
This will guarantee you don’t lose any valuable candidates that might feel the job isn’t for them otherwise.
2. Eliminate data that is non-essencial
Sensitive data such as age, gender and ethnicity should not be taken into account in the hiring process. We know human beings are biased, so one of the best was to mitigate discriminatory biases is employing Artificial Intelligence in the first steps on the process.
With the use of this technology, companies can analyze thousands of CVs without letting sensitive data influence decisions.
3. Evaluate competencies objectively
In order to mitigate any discriminatory biases, the evaluation process must follow a consistent methodology.
Any proficiency, logic and culture fit tests must focus on professional qualities and values, while appearance and social status should not be deciding factors in hiring.
4. Invest in accessibility
It is important to adapt the workplace to accommodate everyone, including those who may have limited mobility. This is a basic step to ensure all employees feel respected by the organization.
5. Make diversity and inclusion part of your company’s culture
Diversity and Inclusion is a continuous process and effort, and as such, should be part of the organizational culture. So give employees a push to learn more about diversity, and what can they do in order to understand and respect different perspectives within the company.
What are the benefits of diversity and inclusion in the hiring process?
Working on diversity and inclusion in the hiring process can bring both short term and long term results. See some of them below:
Attract great professionals
By creating a more inclusive process, more professionals might be drawn to your job opportunity, and thus you increase the odds of finding the best candidates for each role.
Increase engagement with the sense of belonging
Working in a diverse and inclusive environment where different opinions and creativity are valued is a source of pride. This makes employees more eager to see the company succeed.
Furthermore, when a company values diversity, employees feel safe expressing their ideas, which leads to more dialogue, learning, and teamwork.
Align with current values
Promoting inclusion shows how the company has integrity and is aligned with the values of justice and equality. In this aspect, the organization will be helping to make the labor market more just, and is more likely to be supported by consumers and investors alike.
To summarize, inclusion has the potencial to transform a company for the better, and with the help of tools like AI, it has the power to boost financial results.