Where in the HR process can you enhance diversity? Learn how to increase diversity by paying attention to your job announcements, reviewing your job ads, and making efforts to recruit talent from underrepresented groups.
- There are points in the HR process where you can enhance diversity. And it really starts at the top, with recruiting and selecting as you begin your search for talent. When it comes to recruitment, you need to cast a wider net to get a diverse slate of candidates. You can do this by looking at how you post job announcements. Data show that recruitment ads can be written in a way that is more or less appealing to women versus men. There are even web apps that can scan your job ad and tell you if it's biased against women.
Saying "Come work in a fast-paced, competitive environment," is coded as masculine, and may be less appealing to women. You can write the same ad in a way that will increase women's applications, but doesn't increase the number or type of men who apply. Beyond that, you can just be sure that your job ad doesn't actively discriminate against one group or another. I just came across a job posting the other day, and I'm not kidding, for an HR expert in an IT company that said "Men preferred." This is actually illegal behavior in the U.S. Don't do that! The next step is to go out and actively recruit talent from underrepresented groups.
Recruit from colleges that have more diverse students. Maybe you look to related industries, or reach out and share job postings with women and minorities on LinkedIn. Also, go beyond your network. If you think about networks, most people in your network will look just like you and have your same background. We always tell our friends when a job opens in our company. So, reach out beyond your friends to get the word out about a job that's open in your company. As far as selection, the big step in selecting for diversity is to remove bias.
Unconscious bias has profound effects on the selection of women and minorities, and just removing that will result in a greater number of women and minorities, and veterans, and disabled, and LGBTQ, and parents, and Muslims who are hired in your company. I found great effects in my own research by blinding applications. Essentially, you should remove identifying information from the applications so you can hire in a bias-free way. Beyond that, it's important that you have diverse slates, meaning that you consider more than one woman or minority for a job. You need to interview two.
Third, quantify what you're looking for in a candidate, and then measure your candidates against those job skills, rather than making global judgements where bias is most likely to creep in. Bottom line: recruit a diverse pool, and then try to hire the best people for the job, free from bias and you will have greater diversity.
- How prioritizing diversity and inclusion is good for business
- Establishing accountability
- Creating a global diversity strategy
- Creating a localized strategy
- Using benchmarks to track the progress of your efforts
- Measuring diversity program success
- Diversity and inclusion in Brazil, Russia, India, and China