Who you hire matters.
Effective DEIB (Diversity, Equity, Inclusion, and Belonging) strategies are necessary not only to attract and retain talent, but also to enhance employee performance, leading to a dynamic culture and a business that thrives. A diverse workforce provides varied perspectives, drives innovation, and enhances problem-solving capabilities. Companies that hire with a diverse, equitable, and inclusive mindset are committed to a moral imperative and at a business advantage.
According to McKinsey’s Diversity Wins report, “the most diverse companies are now more likely than ever to outperform less diverse peers on profitability.” The report further claims that companies with more diverse executive teams are 33% more likely to outperform their competitors. While 7 out of 10 applicants consider diversity essential when evaluating an employer.
Below, we’ve listed some actionable steps to promote DEIB focused hiring in your organisation:
- Define Clear Goals
Start by setting specific, measurable DEIB goals. These should align with your company’s values and business objectives. For example, aim to increase the representation of minority groups in your workforce by a certain percentage within a set timeframe.
- Revise Vacancy Descriptions
Ensure your vacancy advertisements are inclusive and free from biased language. Use gender-neutral terms and focus on essential skills and qualifications rather than unnecessary requirements that might exclude certain groups. Tools like Textio can help identify and eliminate biased language.
- Expand Your Talent Pool
Broaden your recruitment channels to reach a more diverse audience. Partner with organisations, universities, and professional groups that focus on underrepresented communities. Attend job fairs and networking events that cater to diverse talent.
- Implement Blind Recruitment
Remove identifying information such as names, addresses, and graduation dates from resumes during the initial screening process. This helps reduce unconscious bias and ensures candidates are evaluated solely based on their skills and experience.
- Bias Training
Provide regular training on unconscious bias for everyone involved in the interviewing and hiring process. This helps individuals recognise and mitigate their biases, leading to more equitable hiring decisions.
- Diversify Interviewers
Include representative members of your company throughout your interview process. This not only brings varied perspectives to the evaluations, but also signals to prospective candidates that your organisation values diversity.
- Standardise Interviews
Create a structured interview process with standardised questions for all candidates. This ensures a fair comparison and reduces the influence of personal biases. Train interviewers on DEI principles and the importance of objective evaluation.
- Inclusive Onboarding
Ensure the introduction to your company is inclusive and welcoming. Provide resources and support to help new hires from diverse backgrounds integrate smoothly into your organisation. This could include mentorship programs, employee networking groups, and cultural competency training.
- Continuous Improvement
Regularly review and assess your hiring practices to identify areas for improvement. Collect feedback from candidates and employees to understand their experiences and make necessary adjustments. Track and report your progress toward your outlined DEIB goals.
- Promote a Culture of Belonging
Foster a culture of inclusivity and belonging within your organisation. Facilitate open dialogue, celebrate diverse perspectives, and ensure that DEI principles are embedded in all aspects of your business.
By implementing these strategies, you can create a hiring process that not only attracts diverse talent but also fosters an inclusive and equitable workplace. DEIB is an ongoing journey that requires consistent effort and optimisation.
Interested in exploring DEIB strategies to attract and retain employees? Connect with Insight Global – we make hiring easy.