How Businesses Can Increase Diversity, Equity And Inclusion In The Recruitment Process
Incorporating DEI into your core business model
Posted on 08-17-2021, Read Time: Min
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As companies across the country begin to put last year’s pandemic in the rearview mirror and dive into a hiring surge, many are taking the time to reevaluate current policies and core values to recruit and retain employees. Diversity, equity, and inclusion (DEI) are topics at the forefront of these discussions.
For businesses to be successful during these unprecedented times, they must be open to challenging the status quo and focus on how DEI is addressed in their daily operations.
It is critical for a company to have a DEI strategy that is woven into the fabric of its core values. Consistent tactics will help companies build a robust DEI strategy, and will prove to be a game-changer in the areas of recruitment, onboarding, and retention. As HR professionals review and develop their DEI programs, they may find themselves asking things like ‘How does DEI impact our business?’ and ‘Are we implementing these programs simply for the goal of hitting a diversity quota?’
Incorporating DEI into Your Core Business Model
To achieve tangible equity within a business, DEI needs to be ingrained in the company’s core values with a lasting focus. An equitable workplace culture means that it is part of who the business is and what they stand for. It is not equitable to build your diversity numbers to meet a quota or respond to recent world events, although events tend to be the catalyst for developing change.
When a business achieves true equitable status, HR managers will be able to see the results. According to a recent report on diversity in the workplace, diverse companies enjoy 2.3 times higher cash flow per employee and racially and ethnically diverse companies are 35% more likely to perform better. These statistics prove that having an equitable business not only affects a brand’s reputation, but also directly impacts the bottom line.
A successful recruitment process leads to a positive employee engagement process and ultimately a successful business. Below are three tips on incorporating DEI tactics into the recruitment process:
When a business achieves true equitable status, HR managers will be able to see the results. According to a recent report on diversity in the workplace, diverse companies enjoy 2.3 times higher cash flow per employee and racially and ethnically diverse companies are 35% more likely to perform better. These statistics prove that having an equitable business not only affects a brand’s reputation, but also directly impacts the bottom line.
A successful recruitment process leads to a positive employee engagement process and ultimately a successful business. Below are three tips on incorporating DEI tactics into the recruitment process:
- Enhance Inclusivity in Job Postings: Inclusivity starts with the first interaction a candidate has with your company. It is easy for job postings to initially dissuade quality candidates from applying simply by the verbiage used in the job descriptions. Monotonous phrases like “rock star,” “champion,” and “ninja” can indirectly discourage potential candidates from applying. These masculine terms used to create entertaining job posts can limit your talent pool selection as they may discourage female applicants, which could create a potential gender gap in the workplace as women are turned away from the beginning stages.
Recruiters and HR representatives should perform an overhaul of the company’s job postings to ensure they are free of any bias. Incorporating inclusive wording in the job description will make the candidates feel accepted by the business.
- Diversify Interviewers: Having a diverse and well-rounded interviewer sets the tone for the discussion and has the power to make the candidate feel more motivated to work for the organization. It becomes evident to the candidate that they are interviewing for a job with an inclusive company that prioritizes voices to underrepresented populations. In turn, candidates also can have the same immediate reaction to a not-so-pleasant interview.
In today’s culture of TikTok and Instagram, we see younger generations using social media to voice reactions to their interviewing experiences. With that in mind, it is prudent for HR professionals to measure candidate experience and drop-off rates to analyze what they need to adjust. For example, if one interviewer has higher drop-off rates for underrepresented minority candidates than their peers, it's a significant cause for concern. It can lead HR teams to process questions, such as ‘Does the interviewer need to undergo unconscious bias or diversity training?’ further spotlighting the need for experienced interviewers with diverse backgrounds. It allows more opportunity for different perspectives while ensuring the probability of a more positive interview experience.
- Improve Access: The most effective way to expand your pool of applicants is to provide them with more access and flexibility throughout the hiring process. For example, when an interviewer is conducting a 60-minute technical assessment with a software engineering candidate, it is imperative to be flexible with the timeframes offered to perform the assessment. A candidate who currently works 8 a.m. to 5 p.m. Monday through Friday will not be available to do it at 9:30 a.m. on a Tuesday. This could potentially close the door on a qualified applicant simply because they cannot take off work to participate in the interview process. Instead, consider having flexible interview hours.
As organizations implement these tactics into their overall DEI strategy, it is essential to remember that the focus of creating an equitable business is to represent all populations, not only underrepresented employees. A good way to measure the status of this is by reviewing employee engagement metrics.
Candidates and current employees alike react more positively to companies when they feel like they have the same opportunities as everyone else. Taking these steps to focus on holistic equity will renew the organization’s commitment to recruiting, investing in, and retaining a diverse workforce population.
Candidates and current employees alike react more positively to companies when they feel like they have the same opportunities as everyone else. Taking these steps to focus on holistic equity will renew the organization’s commitment to recruiting, investing in, and retaining a diverse workforce population.
Author Bio
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Portia Kibble Smith is the Head of DEI at Karat. She has dedicated her career to helping more Black professionals land jobs within tech and is continuing to pioneer that work at Karat. Most recently, she has played a key role in helping launch the Brilliant Black Minds program in order to honor the rich legacy of genius found throughout Black America and empower the next generation of Black engineers. Portia has also established a series called Real Talk: Diversity in Tech forum to create a platform where women and underrepresented minorities can amplify their voices and share their stories. Connect Portia Kibble Smith |
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