America has long boasted of embodying a melting pot of diverse ethnic, racial, and cultural backgrounds. More than ever, professionals are demanding to see this diversity at play in the workplace. So much so that Fortune Magazine recently announced a new metric in ranking its Fortune 500 list: diversity and inclusion. Today, diversity goes a lot further than taking a moral stance. Employees favor diverse organizations, and numerous studies reveal a positive correlation between varying viewpoints and innovation.
What Is Diversity Recruiting?
Diversity recruiting is an active process of seeking out talent from diverse backgrounds. This process involves creating an inclusive talent acquisition process, eliminating barriers preventing equal opportunity during the hiring process, and removing gender, race, sexual orientation, religion, and other biases unrelated to job performance from the recruiting process.
The Basics of Diversity Recruiting
One mistake organizations make when tackling diversity is thinking there is a single solution. While tools like diversity training, bonus programs, and company talks are useful, workplace diversity is an ongoing process. There are some basic principles behind every successful diversity recruiting strategy that are worth taking note of.
Diversity Policies Should Include All People
It’s easy to get hung up on one or two diversity metrics such as under-represented ethnicities and gender. While any progress towards a more inclusive workplace is better than none, such a strategy isn’t genuinely inclusive. The diversity hiring program should account for people of all races, life stages, ages, sexual orientations, educational background, work experience, and ability.
Diversity hiring is also just the first step in creating a more inclusive workplace. Promoting inclusion at every level across the organization should be part and parcel of your drive towards true diversity. It is easier to hire and retain talent when employees can see themselves represented in the…
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