From this article you will learn:
- What is diversity hiring?
- What’s the difference between diversity hiring and inclusion?
- Why is diversity hiring important?
- Diversity hiring VS reverse discrimination: how to find the balance?
- How to hire employees? Six tips on how to do diversity hiring
- Why is diversity hiring the key to a company’s successful future?
What is diversity hiring?
Diversity hiring is a recruiting and hiring process that values candidates’ achievements, talent, and performance and denies biases about their other characteristics.
What’s the difference between diversity hiring and inclusion?
Inclusion is company policy and diversity hiring is workforce creation.
The goal of diversity hiring is to implement a diverse workforce, while inclusion is to create the conditions for that workforce to thrive.
Why is diversity hiring important?
Diversity hiring is a great way to improve the performance of your business.
There are some reasons why your company absolutely needs to make diversity hiring:
A diverse team:
- more creative
- more competitive
- makes more informed decisions
Diversity hiring VS reverse discrimination: how to find the balance?
When hiring candidates, a recruiter may face reverse discrimination, which means discrimination against a dominant group of people.
Our advice: analyze your company culture to avoid reverse discrimination in diversity hiring.
Step 1: Change the corporate culture
Before hiring, create an environment where employees can feel like an equal part of the team regardless of their background.
A great way to start is to create a diversity and inclusion committee and put together your D&I (Diversity & Inclusion) statement that spells out your goals for increasing diversity on the team.
Step 2: Change your positioning
Transform your business image to be inclusive and exlude ideas that may discriminate against any category of people.
How to hire employees? Six tips on how to do diversity hiring
Tip №1. Analyze your recruiting staff
If your recruiting staff is not diverse, it may be more biased toward candidates who differ in appearance or personality.
Suggest that your hiring managers receive appropriate training.
Make sure your recruiters are free of prejudice and understand the importance of a diverse team, rather than hiring just to “close quotas”.
Process of diversity hiring:
Remember that accusations of discrimination in hiring are costly, damage your company’s reputation and can make it even more difficult to find qualified candidates.
Laws Against Employment Discrimination:
- Title VII of the Civil Rights Act (1964).
- Age Discrimination in Employment Act (1967).
- Americans with Disabilities Act (1990)
Tip №2. Be clear
Even when progress is slow, talk openly about the fight against inequality and affirm your commitment with action.
Tip №3. Create objective standards
If a recruiter has trouble creating a job opening, it often happens because they try to find an unrealistic and perfect candidate.
Keep a list of questions that will help create an accurate job description and match the right employee:
- Do you need a full-time or a part-time employee?
- Does the employee need to fulfill the responsibilities listed in the job description, or are they just written for show?
- Is a college degree required or are certain specific skills sufficient?
Objective criteria help you judge candidates on their merits, not on intuition or preconceived notions about a person’s appearance or gender.
Tip №4. Expand your talent pool
If you’re focused on the same hiring pools you always use, it’s time to think about it. The limitation robs you of your ability to find a diverse candidates.
Лампочка: According to a Deloitte survey, 23% of employees left their jobs to a company with a more develop culture of inclusion.
Keep a list of sources for finding employees:
Sources for finding employees:
- university diversity associations
- career fairs
- Internet searches for the keywords “employee resource group” and “ERG”
- Diversity-focused job sites
- Non-profit organizations (Urban League, National Council of La Raza)
Tip №5. Use modern candidate selection methods
Instead of the usual interview, focus your process on discovering the candidate’s abilities.
Keep a list of 3 modern candidate selection methods that help reduce unconscious recruiter bias:
- Recruitment software with artificial intelligence
Example: the smart algorithm Vervoe
- Preliminary written personality assessment test
- Blind interview
A blind hiring process is an interview method that hides a candidate’s personal information from the recruiter.
Example: software that removes candidates’ names, schools, and addresses when reviewing resumes.
Selection methods for diversity hiring:
- Software with artificial intelligence
- Blind Interview
Tip №6. Be objective when implementing a diversity hiring
Reconsider who will manage the hiring stages.
Don’t leave the interview to one person. Instead, include other people from your company, especially diverse employees, to make the selection as fair as possible.
Ask your employees for feedback on the job description and interview questions. Take their feedback into account and correct any shortcomings.
Why is diversity hiring the key to a company’s successful future?
Double standards and stereotypes make us lazy about seeing and interacting with people. Often we look at them from the perspective of one characteristic.
It’s time to change that approach: people are complex, and the attitudes toward certain groups of people that have developed historically are even more difficult.
Organizations that employ diversity hiring practices help end thousands of years of bias and unfairness.
Qualified candidates exist everywhere and come from all walks of life. A company’s main job is to allow them to thrive.
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Why Ucanremote is what you need now?
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You can also:
- take advantage of our free applicant tracking system (ATS)
- schedule interviews with remote employees
- schedule video conferences
- track the progress of candidates
- manage multiple remote employees in different roles
Diversity hiring in the 21st century is a top priority for HR. Diverse hiring is hiring by merit and skill. Diverse hiring is about not being biased by age, race, gender, religion, and sexual orientation.
That’s why companies should hire on merit, because then the quality of work and the corporate culture will develop.