Trying to build a diverse workforce is a valuable and noble mission. Setting the goal represents the first step. But then you have to figure out how to make it happen. It leads to a crucial question: what exactly do you need to do to attract a more diverse workforce?
Diversity provides significant concrete benefits for any company. At the basic level, you gain access to new sources of talent. At the same time, you foster a wider perspective, making your organization more flexible and better able to evolve over time.
Meanwhile, diversity boosts your overall recruiting efforts by improving your employer brand. Statistics show that a commitment to diversity will make you especially appealing to younger candidates and to the key Millennial demographic.
So, how do you unlock these benefits? Now that you’ve committed to building a diverse workforce, what specific steps does it take to make that happen?
Here are a few points to keep in mind:
Eliminate Sources of Bias
Of course, you’re dedicated to having an open and inviting organization. But that doesn’t mean that hidden biases haven’t snuck into your hiring process. Because here’s the thing about hidden biases: they’re hidden. You need to actively hunt them down in order to eliminate them. Make this a goal before you launch any major recruiting effort.
Post Open Positions on Diverse Job Sites
Looking to hire more minority candidates? Start at the very beginning of the communication process. Post your jobs on outlets specifically targeting a diverse audience. This way, you’re more likely to get resumes from a wider variety of applicants.
Check the Language in Your Job Descriptions
Make sure your job descriptions are devoid of any exclusionary language. This may seem obvious…it’s not like you’re publishing job postings that say, “No Norwegians need apply.”
But the issue isn’t always that glaring. Some phrases or terms can have implications you don’t intend. A big example of this is gendered language, which subtly discourages women or transgender people from applying. In other words, watch your pronouns!
Build a Diverse Hiring Team
Spotting these unintentionally exclusionary phrases can be difficult. That’s why it’s valuable to have a diverse team overseeing the recruitment process. The added perspectives allow you to discover potential blind spots and increase your sensitivity to alternative points of view.
In other words, if you want a diverse workforce, make sure your recruitment process includes diverse perspectives. Make recruiting a team effort and make sure the task includes different viewpoints. After all, your hiring team should reflect the diversity you hope to have in the rest of your workforce.
Create Internships for Specific Communities
Build an internal talent pool featuring prospects from diverse communities. To do this, you can provide fellowships and internships for specific groups, allowing you to cultivate a crop of young candidates. You can train them and get to know their work, with an eye towards eventual staff positions. Over time, this will feed into your overall diversity efforts.
Actively Pursue Diverse Markets
Any business is about connecting with customers. Your staff will often reflect the conception of your target client base. If you lack diversity in your workforce, it might signal an overly narrow vision of your potential market.
By actively trying to engage with a diverse market, you’ll create a natural business incentive to hire a staff that can communicate effectively with those customers. This can have the effect of a positive feedback loop. As your workplace diversifies, you’ll become better able to serve those markets.
Building the right team doesn’t just involve finding individual workers. It’s about how those workers fit together. It makes recruitment a complicated endeavor. But a strong staffing partner, like DHR, can help.
Contact DHR today to add diversity to your staff and to take your team-building to the next level.