Build a Culture of Diversity, Equality, Inclusion, and Belonging
One of the most pressing challenges modern organizations face is how to recruit a diverse workforce and create a culture of Diversity, Inclusion, Equity, and Belonging (DEIB). Although most organizations will agree with the importance of DEIB, to date, the successful execution of DEIB initiatives has been an uphill battle.
These alarming stats underscore the need
for DEIB initiatives*:
*Based on 2020 data from the sources noted.
Diversity, Inclusion, Equity, and Belonging Aren’t Just Buzzwords.
They’re an integral part of a successful corporate culture: Workplace belonging can lead to an estimated 56% increase in job performance, and 70% of job seekers say a diverse workforce is important when considering job offers.
“White men make up 85% of “high-paying boardroom positions while representing only 38% of the U.S. workforce.”
FASTCOMPANY
While many companies and teams have realized that these initiatives are critical tenets for success, too few have taken the needed steps to make it a reality. For example, more than 60% of organizations have barely started implementing diversity recruiting initiatives – and 10% haven’t even thought about it.
The truth is, fostering diversity and inclusion in the workplace isn’t something you finish – it’s an ongoing journey that requires intention, strategy, and effort. At HiringSolved, we believe that we can change, grow and transform workplace cultures to do better when it comes to these important initiatives – and technology can be instrumental in making this happen.
Successful Diversity And Inclusion Efforts Focus On Growth And Connection.
Each initiative affects the others. Diversity recruiting helps to build inclusive cultures, which encourage the feeling of belonging and further welcome diverse applications and candidates. It’s critical that all employees within an organization understand how their actions contribute to DEIB for everyone, regardless of gender, religion, race, age, ethnicity, sexual orientation, education, or other attributes.
Companies who score high for ethnic and racial diversity in management are 36% more likely to exceed the industry mean in financial returns.
MCKINSEY
Creating Your DEIB Strategy
As you build out a DEIB strategy at your organization, here are some key considerations:
“Blind hiring” can help increase diversity, but it won’t eliminate unconscious bias. You must first acknowledge that there’s a problem, then take steps to fix it. Recruiting technology can be used to complement and simplify diversity recruiting and identify where bias creeps into your hiring process.
What’s causing bias in your hiring process? While exploring bias may feel uncomfortable, it’s necessary to uncover and address it. If you understand why you feel how you do about a particular person or situation, you can make more intentional decisions.
Focus on skills, abilities and potential talent of your candidates, rather than subjective traits. Not only will this reduce bias, but it will also bring structure to your hiring process.
Be an ally to individuals who are subject to bias or prejudice. Point out the questionable behavior or actions in a neutral way, and encourage team members to welcome diverse coworkers by setting an example with your own behavior and actions.
Download “Diversity Recruiting in 2021 and Beyond” to learn how the talent acquisition industry has changed, and how recruiting teams can lead the charge to change diversity in the workplace.
How HiringSolved Supports DEIB
When it comes to diversity recruiting, HiringSolved focuses on transparency. Our talent intelligence platform fits into a more holistic Diversity Recruiting approach that includes technology, people analytics, goals, and honest conversations. Learn more about how HiringSolved supports Diversity Recruiting here.
