What is a Diverse Workforce?
Workforce Diversity means an environment that includes people of different ethnicities, statuses, gender, sex, age, etc. People of different personalities and skills are grouped to work together for the company’s overall growth.
Features of a Diverse Workforce are:
- It aims at employees’ full potential.
- It rules out discrimination on whatsoever basis.
- It needs to create a work culture where people from different backgrounds and personalities coexist and work together in harmony.
- It works towards meeting the overall company’s goals.
Different Type of Diversity in Workplace
There are many kinds of differences around which workforce diversity is created. These are:
- Internal Diversity: These are the differences that a person is born with and can not be changed—for example, sexual orientation, mental and physical abilities, nationality, etc.
- External Diversity: In terms of workforce diversity, these differences are formed due to the distinct characteristics of employees. It is usually influenced by the people around them—for example, personal interests, religious or political beliefs, relationship status, etc.
- Organizational Diversity or Functional Diversity: It refers to the differences created by the company’s work culture. It includes differences in pay time, seniority, management status, etc.
- Worldview Diversity: This type of diversity is formed due to differences in individuals’ perceptions of themselves and those around them—for example, outlook on life, moral beliefs, etc.
What is Diversity Hiring?
Diversity hiring refers to the process of talent acquisition that ensures no biases affect the hiring procedure. These biases can be based on:
- sexual orientation
- Socio-economic status, etc.
Diversity recruiting means screening potential candidates based on their skills and qualification rather than demographics.
Why Diversity Hiring Matters?
Glassdoor.com states that nearly 32% of candidates do not apply for a job at a company that lacks diversity among its workforce.
In the United States, many companies follow Federal U.S. Equal Employment Opportunity Commission guidelines. Also, Australia and the United Kingdom have few guidelines that promote diversity recruitment. However, many other countries too promote diversity in their ways.
So, why should recruiters hire a diverse workforce?
Here are a few reasons:
- Increased Creativity: Hiring diversity means opening doors for innovation and creativity. Everyone has different opinions and characteristics. They approach problems differently. Thus working together gives insights into various perspectives, which is highly profitable when implementing and strategizing business strategies.
- Increased Productivity: Not only creativity but productivity is also essential at a workplace. Diverse cultured employees lead to diverse brainstorming, quickly resolving any issue, improving productivity.
- Enhanced Performance: Diversity helps employees feel included and appreciated regardless of their differences. This feeling breaks down the barrier between employees and the company; hence, the company’s overall performance is skyrocketed. It also makes employees loyal towards their work and stick with the company for a more extended period, thus lowering turnover.
- Improves Competence: A culturally diverse workforce understands and appreciates the requirement and behaviour of diverse consumers and can deal with the market of consumer groups of varied demographics.
- Building Goodwill: Companies with managed workforce diversity grow goodwill in society. More and more potential candidates seek employment in such companies. Thus, companies are never short on skilled and talented human capital.
How Recruiters Can Hire a Diverse Workforce?
Building a diverse workforce starts from recruiting candidates from different backgrounds. But recruitment diversity doesn’t mean hiring one employee from a particular group while others are from a different group. Doing this will further increase the gap between employees. Hence, a strategic recruitment plan is required. A successful diverse workforce is challenging to build, but here are a few strategies recruiters can use to hire diversity workforce:
- Start with Diverse Hiring teams.
If interview panels include many diverse people and viewpoints, a better result is expected since interviews can balance the unique experiences of each candidate and help them feel more welcomed.
- Creating an Inclusive Job Description:
A job description is the first thing a candidate comes across. Biased wordings can influence a candidate’s choice of applying to the job. Hence, using inclusive terms in job posts is essential. Keep the following pointers in mind:
- Use gender-neutral language.
- Separate minimum and preferred prerequisites.
- Use simple language.
- Consider broad demographic appeal when writing benefits.
- Assess a posting for inclusive language.
- Reach out on multiple channels:
While many millennials and Gen-Z candidates are found on social media, some job seekers use job boards for finding open positions. Reach out to minority advocacy groups to connect with diverse candidates. such as independent contractors and freelancers.
- Use Video Interviewing tools:
Program AI tools so that it ignores candidates’ age, sex, schools/universities attended, etc. Questions set should judge their knowledge in the field and skills possessed. Screening in this way can help recruiters build a diverse talent pool.
- Leverage AI proctored Recruitment software:
The applicant tracking system rules out every possibility of unbiased recruitment by applying an algorithm that ignores candidates’ demographic differences. Though ATS can never be a total replacement for personal engagement, it is the best supporting tool for talent acquisition regardless of background.
An Applicant Tracking System:
- Sources candidates from different platforms
- Screens candidates based on skills and attributes
- Enhances candidate’s experience from sourcing to onboarding
- Track Your Progress:
Assess what doesn’t work out in recruiting and reaching out for diverse candidates so you know what needs to be adjusted. When assessing your progress, you must not put people in traditional stereotypes, which ultimately makes you ignore their unique traits. Instead, create a list of requirements and stick to it.
- Adjust your branding:
Your brand defines who you are, and it leaves an impression on people about your work culture. Hence, adjust your brand in such a way that leaves the message that you promote diversity in the workplace. While creating partnerships, go for companies that have a diverse workforce.
- Create Policies that promote equality:
Here are a few pointers to keep in mind while creating policies that appeal to all the employees:
- Do not include holidays for particular religious groups.
- Sponsor diverse community events.
- Promote flexible working hour strategy that opens a position for people who can not work in traditional working hours.
- Offer remote work. It helps in recruiting candidates globally.
More importantly, encourage employees to raise objections and suggest new ideas if they do not find existing workflow compatible. This kind of open dialogue makes everyone feel that they are an essential part of the company, not just laborers.
Managing a workforce is more crucial than hiring one. Recruiters need to meet their requirements, so they don’t feel marginalized in any stage of talent acquisition. There may be challenges like communication barriers, negative attitudes, and resistance to change, but you must treat all equally and welcome them with open hands.
When hiring diverse groups, don’t look for people who fit your culture but agree with your mission and desire to grow together.
How Can Recruiters Hire More Diverse Workforce?
- Set Goals: Develop an accountability system for recruitment with diversity in mind. Set goals to analyze the effectiveness of your talent sources and pool.
- Remove barriers: Give equal opportunity to potential candidates while sourcing. It increases the diversity of the talent pool and empowers more inclusive hiring decisions.
- Use data instead of Intuitions: No matter how good a recruiter is, they are a human who can not overcome unconscious biases. Using data gives your a more fair and structured result.
Recruiters who are open to diversity have experienced hiring more quality candidates than traditional ones. With so many benefits of diversity in the workplace, it will be a waste not to embrace diversion in the company.