7 Ways To Make Diversity A Priority In Your Hiring Strategy
Did you know that the first computer designed didn’t get made? Back in the 1830s, people thought it would be a waste of time. Too much trouble. Zero gains. Too complicated. Change can be hard. But no one wants to get left behind – and where diversity in the workplace is concerned, it’s no different.
But diversity isn’t just about moving with the times – it’s also proven that making company diversity part of your workplace culture reaps measurable financial rewards. For example, did you know that companies who rank in the top quartile for ethnic diversity outrank their competitors by a massive 35%, according to a recent McKinsey report? A 2018 study from the World Bank even revealed that gender equality would enrich the global economy by £120 trillion! What’s not to love?!
And this isn’t the only study – a wealth of research demonstrates that companies perform better when they make diversity a top priority. But how is it possible to integrate diversity into your human resources management strategy? Especially if you’re a small or medium-sized business, it can be a real challenge to allocate the time and resources. Here are 7 easy ways to make diversity a top priority:
1. Make it part of your corporate culture
Why?
When it comes to your ethics, code of values and mission, it’s worth going all in. Ultimately, one of the most important components of integrating a more diverse workforce is making it part of your mission statement. In a time when unemployment is at a record low and the skills gap is widening by the day, doing so could be the key difference between surviving in the fight for the best talent, and thriving.
How?
Make sure diversity and inclusion are included in your company’s core values and communicated to all managerial staff in training. You set the tone!
2. Get flexible
Why?
Once seen as a luxury privilege, flexible working is fast becoming the norm, with over 76% of employers citing retention as a key benefit to the strategy. Whether you’re looking to increase your gender diversity or accommodate people with more specific needs, offering flexible schedules is a great way to gain the benefits of an inclusive workforce.
How?
Communicate with your in-house operations team to establish a plan for implementation. Think about what goals you’re hoping to achieve and how you’re going to measure them. Consider consulting with HR or recruitment consultants to gain insider advice on how to manage the process.
3. Use unconscious bias training
Why?
In technical and engineering businesses, candidates with strong fault-finding skills contribute a huge amount to the success of a company’s operations. Likewise, when it comes to fostering a culture of equal competition and positive collaboration, unconscious bias training is a great way to get things up and running, as shown by the American Psychological Association’s 2019 meta-analysis.
How?
Depending on your resources, you can go big or small when it comes to unconscious bias training. A quick google search will reveal the most common unconscious biases, e.g. the “affinity bias”, which is the tendency to prefer people who are like us. Why not incorporate a presentation on these into a meeting?
4. Make on-boarding inclusive
Why?
Did you know that employee turnover can be as much as 50% in the first 18 months of employment? According to the Society for Human Resource Management, the first year and a half are something of a danger zone for new hires. In light of the direct effect isolation has on turnover, according to experts at Berkeley University, California, onboarding could not be more crucial.
How?
Use lunch, create a seating plan and introduce your new hire to any in-house company acronyms that may crop up. At Prime, we present new hires with a gift-wrapped “Welcome” pack to help them settle in. Little things like including them in conversation and inviting people out to lunch can make all the difference.
5. Use name-blind recruitment
Why?
What’s in a name? A minefield of potential pitfalls, apparently! In the US, The National Bureau of Economic Research found that: "Job applicants with white names needed to send about 10 resumes to get one callback; those with African-American names needed to send around 15 resumes to get one callback." Hence why the NHS, the Civil Service, BBC, HSBC, Deloitte, Virgin Money and KPMG are all planning to use it. If it’s good enough for them…How?
How?
Simply ask your recruiting partner to remove first and last names from CVs (pssssst: we already do this at Prime).
6. Think long-term
Why?
Time is money and like with all good investments, you get out what you put in. If you’re looking to make your diversity goals a reality, be sure to allocate enough time to your hiring strategy.
How?
Consider incorporating Diversity & Inclusion into your next yearly plan, along with your other key business targets and KPIs. Setting measurable goals as part of your strategy will make it easier to stick to and achieve your vision for a more diverse workforce.
7. Crunch the numbers
There’s a reason painting by numbers is such a popular past time: it’s a brilliant way to build an accurate picture. To get perspective on where you are in terms of diversity, where you need to get and how far you’ve got to go, why not use your employee data to build up a picture of your current diversity status? After all, numbers don’t lie.
How?
HR analytics are your best friend where diversity data is concerned. Consider incorporating some number-crunching tools into your plan. Some businesses choose to go all-out with people analytics tools and software, others prefer to analyse their existing payroll data. Whichever approach you take, it’s a step in the right direction.
Watch your success rocket!
Most business leaders would agree that when they set out, they wanted to achieve the maximum success possible in their field. Making Diversity and Inclusion a key priority in your Human Resources strategy is a key method not only to accomplish this, but to help make a positive impact on the wider world at the same time. What could be better?
