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5 Tips For Fostering a Diverse Workplace
1. Set SMART Goals
For best results, diversity recruiting goals should be specific, measurable, achievable, relevant and time-Bound. Setting a broad goal of hiring more diverse candidates won’t help achieve them. Companies must stick to and implement a realistic and time sensitive strategy to achieve their goals.
Setting realistic and measurable goals helps to track progress over time. A specific goal might be using diversity job boards to source candidates. To achieve this goal, take concrete actions such as examining the process to understand why diverse candidates are not being attracted.
2. Boost Employer Brand
Job seekers can use tools like Glassdoor and LinkedIn to research a company before applying for a job. Making a conscious effort to implement DEI into recruiting strategy is essential to the recruitment strategy and brand. Establishing a strong brand is a key factor in attracting candidates to a company.
Strengthen company brand by hiring and retaining diverse employees. Show that workers are valued with competitive salaries and benefits. Have a company culture that promotes work-life balance and encourages employees advance in their careers. A strong workplace not only culture attracts talent, but also helps to retain employees.
Companies can promote employer brand on job boards such as WorkplaceDiversity and through their recruiting strategy. Diversity job boards are also a great place to get open positions Infront of diverse candidates.
3. Attract More Diverse Applicants
This starts with having a variety of people on the recruiting team. People from diverse ages, ethnic backgrounds, sexual orientations and genders should vet potential candidates to avoid unconscious bias. Another good practice is writing more inclusive job descriptions by removing words that communicate to a specific gender. Keep job descriptions neutral.
This can also be done by shifting focus from non-essential requirements. Studies have shown that women are less likely to apply for a job if they don’t think they’re qualified. Instead of writing a job description with a long list of required experience, focus on job training and transferable skills. Companies can use artificial intelligence to audit job descriptions for gender-coded words.
Promote workplace policies/practices that appeal to a diverse candidate pool. One example is including religious holidays in paid time off so people from diverse backgrounds can celebrate with their families. Consider flexible scheduling that lets people volunteer and connect with their community.
Think beyond the usual job boards, referrals, initiatives and other typical recruiting tools. Sticking to the same recruiting platforms could restrict the audience. Use different outreach methods such as niche job boards like LGBTConnect to broaden recruiting efforts and expand candidate pool. Or use diversity hiring initiatives and encourage diverse employees and hiring managers to share open positions with their network.
4. Reduce Unconscious Bias
Even when trying to be fair, people can still have unconscious bias. Companies can take steps to eliminate unconscious bias in hiring. Hiring a diverse panel to screen candidates is a great first step. Hiring managers of different ages, genders, ethnicities, and abilities help ensure a diverse group of hires.
Unconscious bias can also be avoided with a more standardized hiring process that focuses on a candidate’s skills and qualifications. Blind resume reviews are a good practice. Evaluate candidates based on experience and qualifications, without considering their race, gender, or ethnicity.
Having a set list of questions for the hiring panel to use interviews is another way to standardize the process. The panel should all ask the same questions and have metrics to rank different answers. This allows hiring managers to focus on candidate performance and compare them more effectively.
5. Optimize Results With Metrics
Once talent acquisition goals and strategy are set, measure progress. Review metrics like outreach and recruiting efforts to see what has and hasn’t worked. After developing goals and have beginning to implement a diverse recruiting strategy, the talent pool can be accessed.
Assess the quality of the candidate pool to see if the recruitment strategies helped attract a broader talent base. Analyze interview notes and new hires to determine if unconscious bias could influence the hiring panel.
It’s important to review company DEI policies and communicate with employees to ensure they’re upholding the company’s internal commitment to DEI. Simply stating a commitment to maintaining workplace diversity is not enough. Companies must establish a company culture that makes employees of all backgrounds feel included.
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