The more diverse and inclusive your company is, the more competitive it is. The blending of team members from different cultures, genders, and backgrounds provides greater innovation, problem-solving, and goal attainment than working with more homogenous team members. Your diverse team is better equipped to provide different viewpoints and develop unique ideas than a homogenous team. This elevates collaboration, engagement, morale, and retention. These are reasons why diversity and inclusion need to be priorities within your organization.
Analyze the leaders occupying the top roles in your organization. Determine whether they reflect the demographics of the communities you serve. Include what your leaders’ succession planning pipeline looks like. Think about whether this involves women and people of color. You want to hire and promote employees in these two groups to line roles and executive positions as much as possible.
The more women and people of color you have in revenue-generating and decision-making roles, the more your company will attract and retain diverse candidates. Offering employee resource programs and other sources of support for these groups increases your level of inclusivity.
Train everyone involved in your hiring process to uncover and modify their hidden aversions to specific types of candidates. These biases mostly are shaped by individual experiences and typically result in wrong assumptions.
For instance, use gender-neutral language in your job descriptions. This includes the omission of words such as “supportive” or “aggressive.” The former tends to attract more female candidates, whereas the latter tends to attract more male candidates. Avoiding gendered words typically attracts a more balanced number of female and male applicants to your job openings.
Include in your job description only the necessary skills and qualifications for the role. Whereas women typically apply for a position they feel 100% qualified for, men typically apply for a job they feel 70% qualified for. Listing only the most important skills and qualifications increases the balance of female and male applicants for your position.
Eliminate the names, schools attended, and other personally identifying information on the resumes you receive. This causes your hiring team to focus on the skills, experience, and qualifications of your applicants when deciding who to interview. Women and people of color are more likely to be contacted and potentially hired by your organization, which increases diversity.
Include throughout your recruitment process information about the resources you provide to support your employees. Details about your employee resource groups (ERGs) and other inclusivity programs show you care about your team members from all backgrounds. Knowing that all employees are valued members of your organization helps attract and retain diverse talent.
RightStone has IT professionals of different backgrounds ready to fill your business needs. Contact us today.