The significance of diversity and inclusion in hiring practices cannot be overstated. Creating a diverse and inclusive workforce is not only a moral imperative, but also provides a strategic advantage since companies that embrace diversity and inclusion stand out. That’s why it’s important to share and follow through on your organization’s diversity and inclusion statements from the beginning. Being upfront during the hiring process about how you shape your organizational culture and uphold your commitments to DEI will help attract a diverse talent pool that shares your organization’s core values.
Here are some strategies for success when it comes to diverse and inclusive hiring:
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Inclusive Job Posts
When you think about integrating diversity and inclusion at your company, don’t forget the very first step—inclusive job posts that draw professionals who value DEI and seek companies who share those values. Here are some things to keep in mind when writing job descriptions:
- Use gender-neutral language. Using neutral pronouns is critical, but it’s also important to avoid gender-coded language that can be attributed to binary gender categories.
- List only the most relevant job qualifications. Over-listing qualifications that aren’t directly pertinent to the position at hand can deter certain candidates from applying. To draw the best talent for the job at hand, list only what’s truly required for the role.
- Include diversity and inclusion statements about your company’s culture. Be clear about how your workplace centers DEI. Specifically outline the policies and practices you implement to create an inclusive environment for all employees, regardless of identity, background, and learning or working styles.
- Blind CV Reviews
No matter who we are, we all have unconscious bias. That’s why it’s so important that when you review CVs, all identifying information or photos are removed. This ensures equitable consideration for all candidates and guarantees you’ll select the best person for your team. You can also include this policy in your company’s diversity and inclusion statement so that applicants know you value a fair hiring process.
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Conducive Interview Environment
Everyone works and learns differently, and the space you choose for hosting interviews is important to consider. Are there any distractions in the form of sound, harsh lights, bright colors, movement, or other external stimuli? Quiet environments with natural light and neutral colors help most individuals focus, especially during a time when nerves can run high.
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Diverse Hiring Panel
A diverse hiring panel should be part of your organization’s diversity and inclusion statement when it comes to policies and practices. It’s a critical way to mitigate the unconscious bias that can occur when only one person is responsible for decision-making, or when the hiring panel lacks diversity. You can still conduct 1:1 interviews, which is a more inclusive approach than having the whole panel ask questions at once.
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Attentive Onboarding
Once the job offer has been made and onboarding begins, remember to continue to carry out the core values that your company has outlined in its diversity and inclusion statement. Intentionally implement DEI in relationships with all new employees, so that everyone feels a sense of belonging from the beginning. You can pair new hires with mentors, offer consistent 1:1 check-ins, and allow time for getting to know team members.
Diversity and inclusion in hiring practices set the foundation for the growth and success of your team since it’s a given that companies who uphold DEI as part of the workplace culture outperform others. While sharing your company’s diversity and inclusion statement upfront is an important part of this process, remember that it’s equally important to follow through with the core values you’ve outlined, so that you can maintain inclusion on an increasingly diverse team.
Learn more about integrating DE&I into your hiring strategy with our course: Inclusive Hiring.
