A recent report, following research by the University of Bristol, the University of Manchester and the National Center for Social Research, found that while the employment prospects of some people from minority groups have improved since the 1970s, they were still stifled compared to their white counterparts and were held back by racism1.
There is ample research to prove that increased diversity in the workforce translates into better financial results for the business.
McKinsey’s research has clearly shown that more diverse workplaces perform better financially. Another report from Deloitte showed that organizations with an inclusive culture are six times more likely to be more innovative and agile, eight times more likely to achieve better business results, and twice as likely to meet their financial goals.
The importance of having an inclusive workforce should not be underestimated by companies. People from different backgrounds bring new and different ideas to the workplace.
Here are some steps employers can take to ensure their hiring process is as fair and inclusive as possible:
Children from less well-off backgrounds do not have the same chances of obtaining work placements. In many cases, they will have little or no opportunity to network with professionals. To help fill this gap, your organization should proactively foster links with local schools and other youth organizations. The employer should also engage in mentoring, organize career workshops and work placement programs so that minority children have the opportunity to engage in the business as well as develop their skills and competence. network so that they are better equipped when they do. apply to your organization for a job.
You need to actively encourage your employees to volunteer as mentors. Examples include setting up a program, using your premises for mentor and mentee to meet, allowing staff time off to participate in such initiatives.
Companies should have a section dedicated to “outreach work” on their websites. This will make information about the programs offered / work undertaken by the company accessible to everyone. It can also be a useful way to invite schools and other organizations to approach and partner with the business.
Organize workshops to fill gaps in knowledge and soft skills. Your staff could organize workshops giving industry-specific advice on topics such as: what to include in a cover letter and how to prepare for a job interview.
How you advertise
Start by looking at where and how you are advertising. You need to make sure you reach as large an audience as possible.
Photos used in your ads should represent a wide range of people – when people see someone who looks like them, they’re more likely to feel welcomed by the organization and therefore more likely to apply.
Make sure that the wording of your ad does not create bias or discriminate against potential candidates based on their race.
Make sure that vacancies are posted on various job boards that are easily accessible to a range of applicants from various socio-economic backgrounds.
Introduce blind hiring
Anonymous applications will place more emphasis on qualifications and merit rather than on the biases that even the best-intentioned person may have.
Another way to really minimize bias is to run the first round interviews as text only, which means replacing the standard face-to-face interviews. In this way, the candidate will only have to answer the interview answers on his screen and submit them to the jury for review.
Train staff on unconscious bias
You need to make sure that everyone involved in the recruiting process has completed unconscious bias training.
This includes those who write the job description, as well as those involved in screening and conducting interviews.
Also be open to questioning assumptions based on where someone went to school or where they live.
Ensure diversity among staff involved in the recruitment process
People tend to hire people they like; it often means those who are like them.
Also try to make sure that different employees are on the interview panel, avoid using the same employees over and over again. This ensures that different employees have a say and can potentially bring new perspectives to the selection process. Every employee has something different to offer, and as an organization you need to cultivate those differences.
Employee sponsorship program
Encourage the various employees in your workforce to refer their contacts to you. This can be encouraged by offering an incentive – which can be financial or otherwise.